Sublime

Ed Schein, now retired from the MIT School of Management, taught that a group’s culture can be studied in three ways: by looking at its “artifacts,” such as physical space and behaviors; by surveying the beliefs and values espoused by group members; or by digging deeper into the underlying assumptions behind those values.

Self-awareness is the key to transformation. With self-awareness comes self-regulation—an ability to effectively monitor and manage one’s behavior, emotions, and thoughts.

4. Finally, the executive is within an organization.

In Orange Organizations, strategy and execution are king. In Green Organizations, the company culture is paramount. CEOs of Green Organizations claim that promoting the culture and shared values is their primary task. The focus on culture elevates human resources (HR) to a central role. The HR director is often an influential member of the executiv

form a small team within each discipline (or service area). Their task is to develop a proprietary client-service methodology: that is, to come up with value-enhancing action ideas

If you still feel stuck, go back to the story. Are there key elements which you have left out? Where do they link to the archetype?

The biggest change in regard to training is, of course, that employees are in charge of their own learning; there is no HR function that defines training programs and determines who can attend what training programs or at what point.

Start at the top, thinking about the nature of the phenomenon you want to understand. Is it about growth? Then work through the reinforcing (left-hand) trunk of the family tree.

Tie recognition to company goals and strategies.