Tag Archives: HR Management

Reasons To Change A Corporate Culture

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Changing a corporate culture is an option to be selected only after a thorough analysis of the existing culture.

Before rushing in to change things it is necessary to understand the culture as it exists now, and to be clear about where you want it to go.

In a large organization, shifting the culture is like turning a battleship.

The captain should plan well in advance, have ample power, have enough time and space.

Here are some reasons you might consider undertaking a culture shift.

  • You are new CEO brought in to fix a crumbling company. You will need to take some exceptional risks to succeed.
  • You are the responsible leader in a merger or acquisition. The two cultures are very different and you need to choose one.
  • The new strategic plan you have spent months developing cannot be implemented by the organization, given its current culture, and you and your executive team are committed to this plan.
  • You are a middle manager in a large organization and the team you are taking over is out of step with the direction of the company.
  • You are a leader in the midst of a personal transformation. You believe deeply that you can have a more effective organization while making a happier, healthier work life for everyone by going all out for a collaborative environment, open communication, and participative management.

There may be other reasons to embark on a culture change, but they ought to be at least as good as these, and you should be a real believer in the new culture you want to install.

In a large organization, culture change is a massive project and you would be wise to consider bringing in a knowledgeable and competent outside person to assist you.

(By: Peter Frans – Principal Consultant)

Management Consulting Services

 

I own the problem

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It is easy to be a winner when the sun shines, and when you are in love and all is well. In reality it is much harder in the face of persistent problems and difficulties. On those days we tend to blame the government, the weather, rising prices and all the people around us. Anything and everything that is available that is available can be, an probably will be, blamed. It is a help at this stage if you recognize … Continue reading →

Leadership : Visioning

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“Where there is no vision, the people perish” (King Solomon) As a leader, your thinking skills can be considered directional skills because they set the direction for your organization. They provide vision, purpose, and objectives. These are your eyes to the future, allowing you to recognize the need for change, when to make it, how to implement it, and how to manage it. You find vision by reaching for any available reason to change, grow, and improve—find something that is … Continue reading →

Jumping To Conclusion

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A newspaper article told of a man who was walking toward an open subway car when he felt a body brush by him.  Instinctively, he reached for his pocket and discovered he didn’t have his wallet.  Shouting and running, he grabbed the person who had bumped against him. He tugged wildly at the stranger’s sleeve, trying to stop him from escaping into the departing subway. The subway door slammed shut, but not before he had ripped off the suspected pick-pocket’s … Continue reading →

HR Management Planning Tools

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HR MANAGEMENT PLANNING TOOLS HR professionals are constantly looking for new tools. Below is a list of pro-active HR planning tools that might help you to improve your companies competitive advantage. Corporate Head count “Fat” Assessment Plan Ever wonder why the decision that we need layoffs seems to come up as a surprise? Why not establish a set of assessment tools that will let you know in advance where head count and overhead costs are excessive. Redeployment / Agility Plans … Continue reading →

An Effective Leader is Decisive !

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Decision-making is a basic ingredient of leadership. It is not important whether the leader actually comes up with the proposed actions or simply endorses them. The key is that the leader does make decisions. He or she overcomes the fear of failing or being second-guessed. A leader gathers as many facts as possible, consults with stakeholders and then decided on a course of actions. Once the decision is made the effective leader does not waste time on second thoughts. The … Continue reading →

Human Relations & Motivation

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Anton, a technical specialist at a Pharmaceutical Company, left his manager’s office and walked back to his desk. He sat there quietly for a moment staring at the window wall that faced the area he shared with several other technicians. Suddenly, Anton picked up the heavy urn that held the dozens of colored pens he used in his work. As his colleagues looked up from their desks, Anton dumped the pens on the floor and smiled at them. He stood … Continue reading →

Why Organizations Are Struggling

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Most organizational structures have evolved over many years under a variety of executives. Structural adjustments were made to accommodate new strategies, technologies and services, special projects, and occasionally to handle personal career issues. Periodically, job descriptions and working relationships were changed as cyclic pressures for centralization and decentralization were felt. The resulting organizational structures seemed reasonable at the time, but now they may, in fact, be haphazard and dysfunctional. The purpose of an organization is to process more variety than … Continue reading →

Managing Conflict: The A-E-I-O-U Model

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A dour Englishman was seated on a train between two ladies arguing about the window. One claimed that she would die of heatstroke if it stayed closed. The other said she would expire of pneumonia if it was opened. The ladies called the conductor, who didn’t know how to resolve the conflict. Finally, the gentleman spoke up. “First, open the window. That will kill the one. Then close it. That will kill the other. Then we will have peace.” The above obviously is … Continue reading →