SkillPath Corporate Strategies

Cultural Transformation: Begin With the Desired State in Mind (Part I)

  • Craig Erickson
  • Change Leadership Change Management Training & Development Transformation
  • May 22, 2013

In my previous blog(s) on the topic of innovation, I mentioned the importance of having a culture that supports and reinforces innovative endeavors as a way of life, hence, the purpose of this blog. This requires a cultural transformation for some organizations. Having led cultural change processes with 120 countries, I’ve discovered it is imperative to work with executive teams in defining a desired culture for their respective organizations. To begin this process, we start with a common basic understanding of the word culture in the business context: It is a reciprocating, evolutionary, particular way of life in an organization that should serve a worthwhile purpose¹. In other words, it surrounds/influences everything that we do positively and/or negatively. We also get agreement to the fact that culture development is a journey, not a program (programmatic approaches rarely work). This is then followed by defining the desired culture which, in essence, is beginning with the desired state in mind (having a clear vision).

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May 17, 2013

The Mistake-driven Life

 

 “An expert is a person who has made all the mistakes that can be made in a very narrow field.” —Niels Bohr

If you want to become an expert hurry up and start making more mistakes. 

In a classroom, learning occurs via mistakes; solutions only emerge from problems. 

In the conventional learning model, students practice the right way to do something over and over until it becomes a learned habit. 

 

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May 15, 2013

How to Lead Change Through Design

Change Management is a constant, ongoing process for global leaders, and effectively communicating the underlying need for change is difficult: we are now living in a world where nothing is stationary – job roles are changing, markets are emerging, and expectations are evolving. This is a world where questions can be asked – and answers expected – at any time, and by any employee. As a result, executive leaders are faced with one of the biggest dilemmas facing the modern company – how to implement an effective change management strategy, and ensure that every employee feels included and informed. 

 

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May 13, 2013

Managing Change and Your Emotions Three Areas on Which You Can Focus

 

There’s no doubt, in my thinking, that change can create an emotional response. Let’s consider three areas on which you can focus to manage your emotions relative to change. First, gain your full understanding of the change. Secondly, understand your personal involvement level in managing change. And lastly, apply your personal level of positive motivation. 

That begs the question. Is your response to change positive, or do you view it as a negative? 

 

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