Surviving Cultural Change
Surviving Cultural Change
Companies merge, re-engineer, restrategize and re-make themselves in order to remain competitive in the marketplace. In addition, federal regulations, customer expectations, demographic changes, and the "global marketplace" impose new requirements on the way that work is done. Efforts to "empower" employees in the workplace impose new expectations and the need for new strategies of management. Each of these situations brings with it a conflict of values between the way we "have always done things," and the "way we're going to do it now." Whether it is diversity training, Total Quality Management, or self-directed teams, each new initiative brings with it new values and new expectations that have the potential to change the culture of the organization.
Helping people to understand "what" changes when the culture changes, and how this impacts their roles and responsibilities in the organization as well as how cultural changes impact the individual in the organization is the purpose of this series of topics and strategies.
Surviving Cultural Change
Principles for Cultural Change
Three Strategies for Cultural Change
Life Cycle of the Organization
Learning to Love Uncertainty
Distracters to Successful Change: Expectations, Assumptions, and Habits
The Journey to Quality
Creating a Model for Personal Excellence
Working Together across Cultures
Understanding Differences
Becoming an Effective Change Agent
Developing a Learning Organization
Four Directions for Change
Eight Stages for Managing Change
Making a Difference: Leadership for the 21st Century
Resiliency, the Key to Cultural Change
Style Preferences: Using the MBTI as a Vehicle for Cultural Change
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