The search of the right corporate culture continues to evolve significantly in today's business environment. Find the right one: Prosper. Attain the wrong one: Disaster.
Considerably, this is not another literature or theoretical post about corporate culture. Much research and context of corporate culture evolution has been established over the past years thus what I would like to link up is transitional culture that explores parameters from a bottom-up approach in today's business environment.
Leadership speeches driving cultural changes in organizations are often observed and they primarily envisage a long term vision that is aligned with Kotter's theory of change management. The main idea of these speeches are to follow the 8 steps of change management and it will lead to certain percentages of successes within the organization. But what I have noticed about failures of cultural changes in organizations point towards how we are not creating a sustainable ecosystem that drives substantial shifts in paradigms. Hence, we are not able to leverage on the psychological powers of people in delivering the results of organization culture. In my opinion, there is a missing linkage that is significant to the change in cultural shifts, and the imbalance of a company's ecosystem to sustain the longer term vision in creating impactful changes is the cause of failure for the majority of cultural evolution.
Attaining the right balance of the ecosystem is crucial, and by a ‘balanced ecosystem’ I mean that businesses need to:
Secure the equilibrium of their company's process and practices so as to achieve an equality effect between the influences of process and practices.
To elaborate further, a process within a company's ecosystem often is referred to the policies, rules (written or unwritten) and any formal or informal parameters of operating as a company within the context of legal, sociopolitical, or environmental situations where the influences behind these factors are driven from a macroeconomic perspective.
Further to the above, a practice within a company's ecosystem describes the behavioral or intentional intra-organization principles/politicking, which can form organizational habits that drives the internal landscape of the organization.
Equanimity in handling the constant process and practice conflict would be a critical leadership skill for tomorrow's organization needs. A balanced ecosystem often leads to organization happiness and this, in turn, translates to workforce engagement. An imbalanced ecosystem often leads to a culture of BSJ (Blaming-Shaming-Justifying) within the organization that presents more challenges in delivering the right cultural setting for the company's prosperity.
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