Why You Should Change Your Organization's Culture
Why You Should Change Your Organization's Culture
And then a long time employee reminded the young owner of a well known story of how his grandfather extended credit to his employees during the depression in the 1930s, and how active and generous his father had been in the community all his life. The employee added that it was his opinion that people came to work at the company because of this long tradition of fairness and caring, and they hoped that the current owner would continue it.
The owner realised that if he could attract the best employees, and treat them the way his grandfather and father did, those employees would provide a better shopping experience than the chains ever could. He also knew that the company had grown to a hundred employees, and that he would have to institutionalise the caring and fairness values of his forefathers. And so he began a culture awareness and culture change program, to reinforce those processes and management practices that reinforced the values and drop those that were contradictory.
Today he still owns the market.
Culture change is neither quick nor easy, its not for the fainthearted and no one, not even the president, can escape the requirement to assess and change.
If your business is facing significant challenges or opportunities, and you are planning to acquire or merge with another business, or introduce a new product line, automate your operations, reorganize, reengineer or restructure, your culture can help or it can hinder. It pays to assess.
Why You Should Change Your Organizations Culture - To learn more about this author, visit John Brennan's Website.
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A New England lumber and hardware retailer was concerned about keeping the chains out of his market. The third generation owner was sorting through ideas for a competitive edge. He knew it couldn't compete with the chains on price or product selection. Service was a possibility, but the chains trained their employees well in that area, too. He experimented with advertising, he redesigned the "look" of the stores, he automated inventory tracking and financial processes and he published an employee handbook for the growing number of new employees.
And then a long time employee reminded the young owner of a well known story of how his grandfather extended credit to his employees during the depression in the 1930s, and how active and generous his father had been in the community all his life. The employee added that it was his opinion that people came to work at the company because of this long tradition of fairness and caring, and they hoped that the current owner would continue it.
The owner realised that if he could attract the best employees, and treat them the way his grandfather and father did, those employees would provide a better shopping experience than the chains ever could. He also knew that the company had grown to a hundred employees, and that he would have to institutionalise the caring and fairness values of his forefathers. And so he began a culture awareness and culture change program, to reinforce those processes and management practices that reinforced the values and drop those that were contradictory.
Today he still owns the market.
Culture change is neither quick nor easy, its not for the fainthearted and no one, not even the president, can escape the requirement to assess and change.
If your business is facing significant challenges or opportunities, and you are planning to acquire or merge with another business, or introduce a new product line, automate your operations, reorganize, reengineer or restructure, your culture can help or it can hinder. It pays to assess.
Why You Should Change Your Organizations Culture - To learn more about this author, visit John Brennan's Website.
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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