Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
Are you faced with conflicts in the workplace and unsure how to resolve them effectively? Have you tried to resolve a conflict with a manager, direct report or peer and felt like you got nowhere? Do you sometimes avoid conflicts because they seem impossible to resolve? In this webinar, we will discuss a step by step process for preparing to resolve a conflict, how to have a productive conflict resolution conversation, and learn more about the nature and purpose of conflict in the workplace.
Giving and receiving feedback can be intimidating, but that doesn't make it any less important for leaders, employees and the business. But how do you make feedback discussions an effective driver of employee engagement, retention and productivity?
Join us for this one-hour webinar where we'll share real-world strategies for fostering a culture of feedback in your organization.
You'll gain insights into:
How continuous coaching strengthens work relationships
The role of feedback in ongoing performance management
Tips for giving, receiving and interpreting feedback
Join the discussion to better understand WHAT Diversity and Inclusion looks like through the lens of our changing world… WHY this is important to your business… and HOW to recognize, value, and leverage the different perspectives and backgrounds of your team.
A diverse AND inclusive work environment drives engagement, which leads to high performance and increased business results. Join Jennifer for an open discussion on understanding how and why diversity and inclusion are business imperatives in today’s rapidly changing world.
See the entire presentation: https://youtu.be/XksSSH38tK0
Taking Ownership – How to Create a Culture of Accountability in the WorkplaceXenium HR
Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
Are you faced with conflicts in the workplace and unsure how to resolve them effectively? Have you tried to resolve a conflict with a manager, direct report or peer and felt like you got nowhere? Do you sometimes avoid conflicts because they seem impossible to resolve? In this webinar, we will discuss a step by step process for preparing to resolve a conflict, how to have a productive conflict resolution conversation, and learn more about the nature and purpose of conflict in the workplace.
Giving and receiving feedback can be intimidating, but that doesn't make it any less important for leaders, employees and the business. But how do you make feedback discussions an effective driver of employee engagement, retention and productivity?
Join us for this one-hour webinar where we'll share real-world strategies for fostering a culture of feedback in your organization.
You'll gain insights into:
How continuous coaching strengthens work relationships
The role of feedback in ongoing performance management
Tips for giving, receiving and interpreting feedback
How to stay motivated at work, keep motivated at workThe Pathway Group
ways to stay motivated at work, keeping motivated at work, how to remain motivated at work
what methods do you use to stay motivated at work,
what motivates you in the workplace
self motivation in the workplace,
career motivators
[Deck from the Interaction 13 Conference in Toronto, Canada. Synopsis below.]
“We’re way off schedule. Everyone is disengaged. We can't get everyone on board with the vision. I’m not proud of the work we’re producing.”
Sound familiar?
Design doesn’t happen inside a vacuum. It happens inside teams, inside the context of relationships, inside physical spaces, inside organizations with very particular cultures. Ignore that intricate ecosystem, and you might as well give your project a death sentence.
In this workshop, you'll learn about tools and techniques you can use to shape projects that are not only successful, but enjoyable. You'll learn the benefits of proactively designing team culture, walk you through the process of creating a healthy foundation, empower you with methods to improve unhealthy culture mid-stream, and show you ways to keep everyone engaged throughout the design process. Then, you’ll try it out for yourself: with feedback and mentorship, you’ll craft new methods and approaches that are appropriate to take back and try out in your team or company…no matter what your job title.
By the end of this hands-on workshop, you'll know how to get projects started on the right foot, co-create without compromising output, and inspire teams, clients, and stakeholders. More importantly, you'll find that you can work towards dramatically improved project outcomes…without all the drama along the way.
===============================
This workshop & deck were created by Cooper & Teresa Brazen
www.cooper.com/training, @cooper
www.TeresaBrazen.com, @TeresaBrazen
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
In the workplace interpersonal skills are very important for getting and keeping organizational business growth or team performance graph high. Most of the cases we find that people are not aware or don't try to give focus to get improve self interpersonal skills within the team at the workplace. As a result the expected outcomes among the team not achieved. In my last 15 years experience I have observed that due to the lacking of individual's positive attitudes, IS cannot be improved at workplace. I have gathered some points and mentioned below. I believe these points would be effective if we can follow at our work place for improving our workplace interpersonal skills to meet the team goal.
The Risks and Benefits Of Building Trust zahidahuber
When do we trust somebody? How do we earn somebody's trust? What are the hardest challenges? When is trust the wrong way? What will you win with trust?
Accountablity means taking responsibilty for one action and inaction in the work place. it is key to effective performance on the job. it talks about taking ownership of ones role or task on the job and doing it well with little or no supervision..
The way we deal with our emotions shapes everything that matters: our actions, careers, relationships, health, happiness and organizations. Getting hooked by our thoughts, emotions and stories inhibits us from thriving. Emotional Agility is essential for success in all aspects of how we love, live, parent and lead.
Emotional Intelligence is mostly described as the ability to understand one's own feelings, appreciating the feelings of others and the management of these emotions to enhance productive living and social interactions.
The objective of this module is to
Identify difficult interpersonal situations
Learn how to initiate and close conversations in difficult situations
Minimize destructive conversations
Develop precise questions to conduct a skillful conversation.
Engage in open and productive conversations
What really is "unconscious bias"? It impact our perception of the world and it influences the way we are being seen and interpreted by others. We are influenced by it every single day, with every decision we make. It is rife in the workplace too as our background, work experiences and cultural context, directly impact our decisions, often without us realizing it. In this presentation we explore what the unconscious bias is, how it impacts recruitment processes and what organisations can do to avoid it.
How to stay motivated at work, keep motivated at workThe Pathway Group
ways to stay motivated at work, keeping motivated at work, how to remain motivated at work
what methods do you use to stay motivated at work,
what motivates you in the workplace
self motivation in the workplace,
career motivators
[Deck from the Interaction 13 Conference in Toronto, Canada. Synopsis below.]
“We’re way off schedule. Everyone is disengaged. We can't get everyone on board with the vision. I’m not proud of the work we’re producing.”
Sound familiar?
Design doesn’t happen inside a vacuum. It happens inside teams, inside the context of relationships, inside physical spaces, inside organizations with very particular cultures. Ignore that intricate ecosystem, and you might as well give your project a death sentence.
In this workshop, you'll learn about tools and techniques you can use to shape projects that are not only successful, but enjoyable. You'll learn the benefits of proactively designing team culture, walk you through the process of creating a healthy foundation, empower you with methods to improve unhealthy culture mid-stream, and show you ways to keep everyone engaged throughout the design process. Then, you’ll try it out for yourself: with feedback and mentorship, you’ll craft new methods and approaches that are appropriate to take back and try out in your team or company…no matter what your job title.
By the end of this hands-on workshop, you'll know how to get projects started on the right foot, co-create without compromising output, and inspire teams, clients, and stakeholders. More importantly, you'll find that you can work towards dramatically improved project outcomes…without all the drama along the way.
===============================
This workshop & deck were created by Cooper & Teresa Brazen
www.cooper.com/training, @cooper
www.TeresaBrazen.com, @TeresaBrazen
Did you know that our brains are naturally biased? Let's explore the functions of unconscious bias together and navigate their impact on our decision-making processes. We will examine our own background and identities so we can interact more authentically with colleagues, consumers, and the community at large.
In the workplace interpersonal skills are very important for getting and keeping organizational business growth or team performance graph high. Most of the cases we find that people are not aware or don't try to give focus to get improve self interpersonal skills within the team at the workplace. As a result the expected outcomes among the team not achieved. In my last 15 years experience I have observed that due to the lacking of individual's positive attitudes, IS cannot be improved at workplace. I have gathered some points and mentioned below. I believe these points would be effective if we can follow at our work place for improving our workplace interpersonal skills to meet the team goal.
The Risks and Benefits Of Building Trust zahidahuber
When do we trust somebody? How do we earn somebody's trust? What are the hardest challenges? When is trust the wrong way? What will you win with trust?
Accountablity means taking responsibilty for one action and inaction in the work place. it is key to effective performance on the job. it talks about taking ownership of ones role or task on the job and doing it well with little or no supervision..
The way we deal with our emotions shapes everything that matters: our actions, careers, relationships, health, happiness and organizations. Getting hooked by our thoughts, emotions and stories inhibits us from thriving. Emotional Agility is essential for success in all aspects of how we love, live, parent and lead.
Emotional Intelligence is mostly described as the ability to understand one's own feelings, appreciating the feelings of others and the management of these emotions to enhance productive living and social interactions.
The objective of this module is to
Identify difficult interpersonal situations
Learn how to initiate and close conversations in difficult situations
Minimize destructive conversations
Develop precise questions to conduct a skillful conversation.
Engage in open and productive conversations
What really is "unconscious bias"? It impact our perception of the world and it influences the way we are being seen and interpreted by others. We are influenced by it every single day, with every decision we make. It is rife in the workplace too as our background, work experiences and cultural context, directly impact our decisions, often without us realizing it. In this presentation we explore what the unconscious bias is, how it impacts recruitment processes and what organisations can do to avoid it.
Megrisoft corporate fact sheet including history, founder, incorporation, legal licensure, registration and certification, infrastructure, offices and human resources.
Modeling and Simulation of an Active Disturbance Rejection Controller Based o...IJRES Journal
Based on studying active disturbance rejection control technology, a user defined Active Disturbance Rejection Controller (ADRC) block library was established in MATLAB / SIMULINK, by the way of developing M-function files for special nonlinear function and the subsystem packaging technology of building system modules for Tracking Differentiator(TD), Extended State Observer(ESO) and Non Linear State Error Feedback(NLSEF). The simulation example shows that the ADRC simulation model can be built in graphic modeling method, and the block parameters are easy to modify by using the defined ADRC module. Furthermore, the way to create new ADRC block library is simple and the library is easy to extend. Meanwhile it is a useful tool for searching and simulation of active disturbance rejection control technology.
"How to use fiddler" This presentation will be help you, if you first user about fiddler. Some presentation's page has gammer error then, Please, Email me with feedback, i will fix it quickly. Thanks for your watching
writter's email : dydwls121200@gmail.com
I'm a student in korea.
Exactly There are lots of grammer error. .
In every organization there is a talk about organizational culture, that mysterious word that characterizes the qualities of a work environment. One of the key questions and assessments, when employers interview a prospective employee, explores whether the candidate is a good cultural fit. Culture is difficult to define, but you generally know when you have found an employee who appears to fit your culture. He just feels right.
Organizational Culture Dynamics (Organizational Management)Manu Alias
A presentation on Organizational culture dynamics and it's characteristics, importance, role, types, etc. It also talks about the corporate culture and it's features.
Abstract—This paper provide to what I learned in Managerial Psychology class and how to involve in real life. People can see sort of theory and model and their descriptions. I'm going to show you 6 critical topic behind descriptions and how to behave making them.
Hay Group invites you to its signature global business event - the International Conference. Slated to be held in Shanghai this year, the theme of focus is "Leading Transformation". Stay posted for more details on the event!
The social life of ideas: From innovation to profitHay Group India
The main challenge in organizational innovation lies in its execution, and not in having more ideas. Top companies create supportive cultures that transform ideas into profitable investments.
Companies need innovation to survive. In fact, there is no shortage of clever people and smart ideas. Hence the competitive edge comes from having the best execution – from the time the idea is first identified, shepherded through the corporate maze, and into the hands of the paying customer.
And yet, in many companies, the chase for short-term profitability can become the Achilles heel of long-term business sustainability. The way to avoid this is to have a deep-rooted culture that promotes innovation and new ideas to filter up and sideways.
The global economic meltdown has radically changed the deal landscape. Research findings from Hay Group reveal that there are several critical success factors for all executives to keep in mind which make the difference between winning and losing in the M&A game.
The changing face of reward examines how the business drivers of reward are changing due to the impact of the global downturn and other macroeconomic trends in the global economy.
Talent Q’s Dimensions provides a cost-effective way to measure the capability of sales staff, especially when assessing large numbers in revenue-critical roles.
CEOs at the world’s most successful companies know that they can only safeguard their organization’s competitive future if they have the right leaders to develop and implement their strategy.
Future winners are investing in the right leaders today. As in past recessions margins are being cut, costs pushed down, currencies are shifting – and future winning organisations are starting to reposition themselves.
An organisation can be destroyed by its own culture. There’s a slow route to decline and a swift route to catastrophe. In these circumstances, institutional collusion in interpreting key facts leads to pervasive managerial delinquency.
Ask someone to name some management gurus and it’s a pretty safe bet that the name Bob Geldof won’t come top of their list. On the face of it, the rock star who sang about hating Mondays might sound like one of the most unlikely experts on management issues.
In the words of EI guru Dr Daniel Goleman, Emotional Intelligence is: ‘the capacity for recognizing our own feelings and those of others, for motivating ourselves, for managing emotions well in ourselves and in our relationships.’
Leadership for tomorrow: Once more, with feelingHay Group India
Know yourself.’ The ancient Greeks considered this a must have
virtue. And they were right, as recent research shows a direct correlation between high leadership performance and accurate self-awareness – in other words, emotional intelligence.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
3. 3
Culture: three interdependent
webs of meaning
Figure 2: The three dimensions of culture
Fields of anthropology
and philosophy
Organization The collective and symbolic
purpose and fabric of meaning in terms of
which people interpret their
meaning experience and guide their
action
Point of
Field of sociology shared Field of psychology
The form that action meaning The core goal , wants,
typically takes and needs that people
People
The pattern of social and Individuals’ usually strive to reach and
relationships satisfy
power interaction motives and
and
values
networks
Psychological approaches to culture emphasize the socialization processes. For instance, it
shared and deeply-learned skills, habits of thinking, manifests itself in such advice given to new
and mental models employed by individuals in an employees to ‘keep your head down, don’t
organization. create conflicts, and you will be successful.’
David McClelland’s social motives, which are Hence, culture is a social phenomenon
characteristics of individuals, play a role in defining observed in the behavioral patterns that arise
organizational culture. For example, firms when people interact: the language they use,
populated largely by individuals selected for a strong the customs and traditions that evolve, and the
need for achievement will emphasize the rituals they employ in a wide variety of
accomplishment of short-term and tangible goals, situations. If you ask people about their
often at the expense of longer-term aspirations. organization’s culture, they may answer in
terms of relationships, for example: ‘We are
• Relationships and networks very competitive,’ ‘this is a command-and-
The sociological and social psychological approaches control organization,’ or ‘we work as one
emphasize group norms as a manifestation of team.’
culture. Norms are the implicit standards and values
that evolve in working groups, and are reflected in
the rules of the game, often most visible in
1 Hay Group conducted an extensive review of culture research including: Beyer (1987), Deal and Kennedy (1982),
Douglas (1986), Gagliardi (1990), Geertz (1973), Goffman (1959, 1967), Hofstede (1984), Homans (1950), Jones,
Moore, and Snyder (1988), Pondy, Frost, Morgan, and Dandridge (1983), Smircich (1983), Van Maanen (1976)
www.haygroup.com
5. 5
New game, new rules
Changing culture is a transformational journey. It’s Often the most impactful changes are focused
certainly not an event. It takes time and self- on realigning symbols and artifacts – the
awareness. Moreover, individuals and organizations intangible levers of change – coupled with
cannot change if they cannot learn. Hence culture leadership acting as role models of the new
transformation is really a journey of building culture.
awareness and alignment between where you aspire
to be strategically and the three dimensions of One of the biggest challenges in most
culture. organizations is that leadership behaviors,
management systems, and organizational
The starting point is to understand the strategic symbols send conflicting messages to
requirements of your organization: what type of employees. For example, a company touts
culture is needed to deliver the short- and long-term itself as a ‘caring employer’ but employees are
results you desire? Leaders need to define the types expected to report for work even when they
of behaviors that will be required to help the are ill. Hence, it is critical to make sure that
organization be successful. Then, they need to consistent messages are sent to reinforce the
prioritize the change levers that will produce the behaviors that are needed at the individual,
most impactful culture change and focus on team, and organization levels.
systematically implementing those catalysts for
change [see Figure 3].
Figure 3: How to transform and align culture
1
www.haygroup.com
7. 7
When an organization’s culture needs to Culture is extremely powerful when it
significantly evolve or adapt to the environment, systematically and skillfully translates an
effective leaders are the first ones to make the effort organization’s collective and individual beliefs
to demonstrate new behaviors, acknowledge when into consistent and effective behaviors.
they fail, and show resilience to try again. Culture
transformation requires leaders that are engaged in You can be successful if you follow the
learning, risk-taking and re-affirming the behaviors principles of culture transformation we have
that are expected in an organization. outlined in this paper:
Leading culture transformation requires the 99Go ‘deep’ to drive and sustain behavior
willingness to ‘go deep’ within oneself and the change
organization. Helping others to change their beliefs
99Align organizational culture to the business
and their behaviors requires a clear sense of self,
strategy
emotional maturity, and determination to make the
journey over several months (and often years). 99Create shared meaning at the individual,
social, and organizational levels
Achieving successful change 99Identify the key levers to help implement
culture change
99Demonstrate self-awareness and
Culture transformation is a journey that will
commitment to lead the transformation
challenge the most resilient and experienced
executives and their leadership teams. But that does
not mean that it is to be avoided. Effectively Culture transformation is a journey without
executed, it is a rewarding experience that leads to a final destination. If undertaken in the right
highly-motivated employees, satisfied customers, way, it is a process of continuous improvement
and outstanding business results. and adaptation that will lead to increased
employee engagement and improved business
performance for everyone involved.
About Hay Group’s global R&D centre for strategy execution
Hay Group’s global R&D centre for strategy execution researches best practices in strategy
execution globally. Based in Singapore, the centre provides a unique East-West perspective for
business leaders all over the world. Our research helps provide insightful advice to executives
looking to build effective organizations for the future.
Contact
Jeff Shiraki Vice-president, Hay Group E| jeff.shiraki@haygroup.com
Andreas Raharso, Ph.D Director, Global R&D centre for strategy execution, Hay Group
E| andreas.raharso@haygroup.com
Agnes Long Research associate, Global R&D centre for strategy execution, Hay Group
E| agnes.long@haygroup.com
Hay Group’s Jean-Marc Laouchez, Katie Lemaire and Ruth Wageman also contributed on this
paper.
www.haygroup.com
8. Africa Frankfurt Middle East
Cape Town Glasgow Dubai
Johannesburg Helsinki Riyadh
Pretoria Istanbul
Kiev North America
Asia Lille Atlanta
Bangkok Lisbon Boston
Beijing London Calgary
Ho Chi Minh City Madrid Chicago
Hong Kong Manchester Dallas
Jakarta Milan Edmonton
Kuala Lumpur Moscow Halifax
Mumbai Oslo Kansas City
New Delhi Paris Los Angeles
Seoul Prague Montreal
Shanghai Rome New York Metro
Shenzhen Stockholm Ottawa
Singapore Strasbourg Philadelphia
Tokyo Vienna Regina
Vilnius San Francisco
Europe Warsaw Toronto
Amsterdam Zeist Vancouver
Athens Zurich Washington DC Metro
Barcelona
Berlin Latin America Pacific
Bilbao Bogotá Auckland
Birmingham Buenos Aires Brisbane
Bratislava Caracas Melbourne
Brussels Lima Perth
Bucharest Mexico City Sydney
Budapest San José Wellington
Dublin Santiago
Enschede São Paulo
Hay Group is a global management consulting firm that works with
leaders to transform strategy into reality. We develop talent, organize
people to be more effective and motivate them to perform at their
best. Our focus is on making change happen and helping people
and organizations realize their potential.
We have over 2600 employees working in 85 offices in 48 countries.
For more information please contact your local office through
www.haygroup.com