The Key to Changing Organizational Culture

Why do conversations about an important topic like culture typically go nowhere, leading companies to waste time and money with “cultural change efforts” which very seldom work? Does culture really matter? How important is culture in shaping an organisations' present and future?

The Boston Globe just ran a front-page story in their “Ideas” section on organizational culture, inspired by some depressing events involving the Boston University hockey team. It was much more impactful than the average writing about culture, and raised several questions as above. 

John Kotter, the chief innovation officer at Kotter International (www.kotterinternational.com), a firm that helps leaders accelerate strategy implementation in their organizations, and is the Konosuke Matsushita Professor of Leadership Emeritus at Harvard Business School has written an excellent article about culture changes and their role and importance. 

Here is the link to John Kotter's piece that was published in Forbes

Leaders Apologize!

I was pleasantly surprised to read the news of Tim Cook's apology that has now come in almost all the important platforms - social media, internet, print and probably even television. Apologies from the CEO of Apple Inc, Tim Cook for the not so happy consumer experiences with Apple designed maps on the new operating system, iOS6. 

Very rarely you find the level of sincerity and candour with which Tim had apologised and what was even more interesting was the way in which as CEO of one of the most admired companies in the world, Apple, Tim recommended the use of applications available in the market including that of arch rivals. He has also promised to rectify the issues soon and come up with a world class map application that the consumers can be proud of. 

This whole apology from Tim Cook made me think - how many times have i goofed up at my work? how many times did I say sorry? Did i make up subsequently for the shortcomings? What was the feedback of the stakeholders post corrections? How did the apology help impact the subsequent events, internally and externally? How did my organisation look at my goof up? 

I am sure that each one of you have had your own share of such issues and challenges at work, and ways to have managed (mismanaged) the situation. Please do share your experiences and more so, how this apology from Tim will make you think and do things differently in future.

But before you go ahead with your introspection, here is the link to the article relating to Tim Cook's apology…

Beware conflicts of interest.

In this short talk, psychologist Dan Ariely tells two personal stories that explore scientific conflict of interest: How the pursuit of knowledge and insight can be affected, consciously or not, by shortsighted personal goals. When we're thinking about the big questions, he reminds us, let's be aware of our all-too-human brains.

 

How To Maximize Your Executive Coaching Experience

If you are a leader already engaging with an executive coach, or contemplating engaging one, here are four ways to make your coaching experience a success, as reported in a relatively recent issue of Fortune magazine:

1. Find the right match. Find someone to push and challenge you. To encourage you and to hold you accountable. Be sure the person you engage with is a person you can trust and can talk to easily.
2. Be aware of your company's expectations. If your boss hired the coach to work with you, make sure your boss, and your boss's boss, share their expectations and hoped-for outcomes with you. Then, make sure your coach knows that those things belong at the top of your goals list.
3. Get your money's worth. Work with your coach on issues or questions that have a direct correlation to success in your job.
4. Be sure your coach sees you in action. Allow your coach to observe you interacting with your peers or direct reports. This also gives your colleagues a sense that you're seen as valuable and promotable. And, it shows them that you're working on improving yourself.

Related articles

• 6 Habits of Extraordinary Bosses
• 6 ways to go from being a good boss to being a great boss
• Why Evaluate Executive Coaching
• The Stigma and Power of Coaching

Why Evaluate Executive Coaching.

Stephen J. Gill writes that executive coaching has quickly become a nearly two billion dollar industry. Many companies now rely on coaching for the development of their leaders. 

Having a coach, once perceived as an admission of failure, is now perceived as a normal part of managing large, complex organizations. And coaching has also become common for entrepreneurs who need help transitioning from leader of a start-up to manager of a rapidly growing company.

Read Stephen J. Gill article here

Related articles

• Behind every good CEO should be a coach
• Executive coaching: How do we know it works?

How important is money as a motivator at work?

There has been enough and more debate on the subject of money being the most important if not the only motivating factor at work. However there has been increasing evidence that though money is an important motivating factor at work, it is not the beginning and end. 

With social media, technology and networking becoming important means of being connected at work, newer ways and forms of keeping people motivated at work have emerged.

Happy to share with you the blog from HBR that has interesting insights into this exciting area.

Here is your connect to the blog...

Enjoy!

What kind of a leader am I?

It is very important for all of us to ask this question periodically and then get an honest answer.
It is not only in crisis situations but also in many day to day situations, we communicate to people around us the key kind of person whom we are.
One of the key ways by which a good leader is identified and differentiated is by his/her willingness to take responsibility for one's actions and the consequences that come with them. In fact leadership is all about taking decisions and taking ownership for the consequences, and not blame circumstances or others for the same when things go wrong.
I would like to share with you an interesting write up from the sports field that is related to leaderships and taking responsibility.
Here is the link to the article...

How difficult it is to get a Specialist - a personal experience....

Just a couple of weeks back, I met with my friend, the Head of Human Resources of a global consulting firm in India.  The consulting firm is virtually an advisor to the top Fortune 100 firms globally.

During the course of our conversation, I had inquired her about the challenges that she faced while seeking the services of specialists/experts. She shared with me the harrowing experience that she had to go through recently while assisting one of the firm's top clients here.
The client, a global firm, was in the process of completing an acquisition in India, and was on the look out for a specialist who can help the firm during the transition phase with a clear focus on human resources and cultural integration. The expectations from the specialist resource were very clearly defined in terms of role, responsibilities and outcomes. The assignment for the specialist was only for a period of about six months, extendable by a couple of months if required, and clearly not meant to be a permanent one.

As the client was unable to get the right specialist, the nervous client sought the help of the consulting firm. The onus of getting the specialist fell upon my friend who had to get the job done within a short time frame.
Despite her best efforts to search for and get the right resource through various channels, she was unable to get within the stipulated time frame and hence the timeline was extended by a fortnight!
Finally she managed to get the right resource but after great efforts by a team adopting non traditional ways to reach out to potential specialists!!

With a relief on her face and a sigh, she mentioned that if only there is a connecting platform that could bring specialists with potential clients, it would be welcomed by all the stakeholders. By connecting the specialists with clients, it could well be a win win proposition to both the parties!