Organizational Culture Transitions

Many organizations mistakenly identify “training” as the solution to individual and/or organizational performance challenges when the actual problems tend to have their root causes in organizational culture derived from frequently old enterprise habits.

Enterprise culture is required to be grounded upon continually improving enterprise efficiency, production and financial results in order for it to be sustainable with a positive Return on Investment.  However, in many cases that we have observed over the years Culture has unfortunately represented a sizable off balance sheet liability.

Current organizational culture tends to be defended vehemently by those who gain the most from it.  And many of those staunchly defended cultures include significant business drawbacks like slow decision making, human passivity, lacking coordination, group-think, minimal delegation of authority, unclear communication, over-staffing, conflict avoidance, and a mistaken view that respect does not need to be earned before being received.

One of the key reasons why Culture is such an amorphous subject is because it tends to reinvent itself upon each successive failure or misguided pursuit of Culture subjects having no positive effect on business results.

Conversely, beneficial enterprise Cultures must now be financially beneficial within the currently existing business world based upon numbers that result and continually flow from the Culture itself.

Our organizational culture transition assistance is always limited to 9 months or less (frequently 4 or less) and is driven by our knowledge that positive and productive enterprise cultures are focused nearly entirely and equally upon customers, markets, owners and employees while being aimed at continually improving enterprise results to the benefit of all of those stakeholders equally.

We will be happy to discuss this subject with you and we will then share whether the challenges faced by your organization are likely to be corrected through a peaceful cultural transition…or if it is instead a different enterprise need that should be addressed.