The simple answer to this question is "Yes". The answer more complex: "Even more than you think." Whether you like it or not, every time when at least two people come together to do something together, there is a culture.
Most people think that culture is a set of basic, mostly unspoken beliefs, values, paradigms etc., which James Belasco, Warren Bennis, Jim Collins, Steven Covey, Peter F. Drucker, Gareth Morgan, Peter Senge, Margaret Wheatley and others They taught us in the last quarter of the twentieth century.
We agree. But what they call corporate culture, we call orgies, Organizational Dragon. If you try to enter or - even more difficult - to keep the change, contrary to the culture of the organization, this change will only survive until Org hungry again. No matter how much you pay advisors, consultants, no matter how energetic and enlightened is your training program, and so any attempt to make life changes in the digestive system Orga. It is not enough to pump money into the company's culture, not just rituals held training in the morning and so find themselves crumbs on the floor office, stand in helpless despair, shaking his fist and shouting: "Org." It's no use - he has a sound sleeper.
What do we mean by change? For example, ten percent increase profits or cost savings. That is the change. How about reducing the rotation and stop the leakage of intellectual capital? This too is changing. Any action for improving or modifying a situation where you are in the moment, to change. Any attempt that you make to change the organization or its performance, the assumption is positive. If only managed to make everything worked consistently, according to assumptions. However, as everyone knows businessman, sometimes all that really works, but not very often.
Does your company have a cynical corporate culture?
Does it happen that some of the initiatives changes go perfectly? Of course yes. Is there are some excellent training and development programs? Of course, there are. Does it happen that introduced organizational changes persisted for an extended period? And yes. And if there are organizations in which we are dealing with a great leadership? Without a doubt. Why are you reading this book? Probably because you can not, quite frankly, and with the conviction affirmative answer to the first four questions in relation to your business or you manage one of those great, superefektywnych organizations that continually strive for even greater perfection.
Anyone who tries to make a change or lead, starting from a very difficult position. Night after night Org will wake up with an empty, burczacym belly. Every initiative changes, any attempt to streamline processes, implement new leadership skills and to improve internal and external communication channels, any training in customer service and seminars, in which team members must participate, and which is also ignored by their direct heads - is the best recipe for dragon delicacies.
A lot of managers believe that their role ends when sending employees for training. They do not understand that the only work begins leadership, what is more - it is a job that never ends. When we take the initiative to change just that after a while her fault, it's hard to expect that it encouraged employees to make another attempt. When we are building the hopes and expectations of people in order to demolish them later, much more difficult to motivate these people next time, and yet the next. It accumulates in this way cynicism that grows like an ulcer.
The thicker protective armor becomes, the harder it is for him to break. We are advisors. We know what it means to enter into a room full of middle managers or directors degree as "guys who bring a change here." Okay. How comes it loud snoring? From the depths of the cabinet office in the corner? Who could it be? Org is alive and well. It is present in the empty looks that managers and directors are guided in our direction. Following contacts with a countless multitude of consultants. Change management turned into zombies - the living dead.
Do not blame them for it. I mean, how would you like it if someone forcibly pressed on your round head przymaly square hat? Classical management theory teaches that the fastest way to push a square peg through a round hole is to use a larger hammer. In the end, time is money. People who long worked at middle management level, you can flawlessly recognize the flattened shape of the head. Newly hired still retain rounded skull.
Why Org is cynical?
Org is cynical, because he assumed that the time of dragons and dragon playground will last forever. That did not happen; He lost interest szewczykow and knights, and it annoyed him. In turn, employees in organizations increasingly cynical inspire each project changes. Irritated by both the process of continuous improvement, and leadership development programs; both seminars on customer service, as well as projects to improve internal and external communications. These solutions are introduced, but none of them shows - improvement is not seen.
Who's fault is it? Heads blame poorly motivated team members. Team members allow for comfortable blame stupid bosses. We know who to assign responsibility, because we work both with poorly motivated team members, as well as with stupid heads. Each of us was once, at some stage in their careers, and low-motivated team member, and stupid boss. We acted out the roles of oppressor and oppressed. We assumed that the people on whom we rely, never let us fail. However, it happens that people fail. Some of us learn how to deal with this fact. Others, such as Org, they want to play. We loaded our cars questions to the brim and set off in search of answers.
When we assume the worst of the possible collective personality - uninteresting, just any, defensive and selfish - escalation of cynicism is only a matter of time. In this case, we are all complicit decline of personal and organizational effectiveness. If we hang on to hold unrealistic expectations, there is a danger that we will become the worst enemies of ourselves.
The temptation to adopt a cynical attitude and motivation to leave the parking lot in front of the office, is understandable, but that does not have to be, regardless of how much the company stumbles over his own feet. Ultimately, it all comes down to personal choices, to this, to say "no" cynicism and taste for negation. If you do this, first it for you. The next benefit organization - increase in the level of activity and motivation.
Of course, you need a new set of skills. Personal and organizational improvements are needed in the new paradigm. If this is for you, the concept too complicated, difficult or embarrassing, remember that a few minutes ago did not even know that in the closet of your office dragon lives. Do you see how much you have changed your thinking?