Take a Skills-Based Approach to Culture Change
"Organizational Culture and Leadership" by Ed Schein: “Perhaps the most intriguing aspect of culture as a concept is that it points us to phenomena that are below the surface, that are powerful in their impact but invisible and to a considerable degree unconscious. In that sense, culture is to a group what personality or character is to an in
... See moreBen Thompson • The Curse of Culture
Mo Shafieeha and added
Though Shell, BP, Hanover, and Harley-Davidson took very different approaches to developing capacity to work with mental models, their work involved developing skills in two broad categories: skills of reflection and skills of inquiry. Skills of reflection concern slowing down our own thinking processes so that we can become more aware of how we fo
... See morePeter M. Senge • The Fifth Discipline
Though Shell, BP, Hanover, and Harley-Davidson took very different approaches to developing capacity to work with mental models, their work involved developing skills in two broad categories: skills of reflection and skills of inquiry. Skills of reflection concern slowing down our own thinking processes so that we can become more aware of how we fo
... See morePeter M. Senge • The Fifth Discipline
But as you move toward the more intangible elements, such as people’s deep-seated attitudes and beliefs, your leverage for effective change increases. You come closer to looking at the underlying reasons why the rules, physical structure, and work processes take their current form.
Art Kleiner • The Fifth Discipline Fieldbook: Strategies for Building a Learning Organization
even if your systemic understanding is completely wrong, if you are willing to take action and reflect on your action, you will be able to act consistently and make genuine improvements.
Art Kleiner • The Fifth Discipline Fieldbook: Strategies for Building a Learning Organization
Ask yourself: If the intervention works, what elements of the archetype will change first, and how might they change?
Art Kleiner • The Fifth Discipline Fieldbook: Strategies for Building a Learning Organization
in its people, changing to address new problems is relatively simple. But when the capabilities have come to reside in processes and values and especially when they have become embedded in culture, change can become extraordinarily difficult.
Clayton M. Christensen • The Innovator's Dilemma: When New Technologies Cause Great Firms to Fail (Management of Innovation and Change)
Kaustubh Sule added
The group needs to learn:
- What everyone else thinks about the challenge: What is happening? What’s the real challenge?
- What they themselves believe is possible — what futures can be created with this group?
- What does the group believe is possible?
- What are we willing to try? How much risk are we willing to endure?
- How committed is the group to the chall