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Corporate Culture

Companies need to proactively tackle certain culture- damaging conversations, that are unfortunately common across organizations and sectors. Deceptive messages are passed on, which over a period of time, acquire a sense of truth, where none existed. This phenomenon is known as neuroplasticity, and relates to how the brain circuits are connected. Companies need to thus, relabel such deceptive messages through their covert networks. They may also choose to reframe the original messages, such that it reinforces positivity. Such conversations often officer around the misperceptions around risk. Similar misperceptions also abound on the value to be derived out of any engagement. The talent management team at any firm also needs to work on the misperceptions around proficiency. And finally, there are the misperceptions of validity. Emotional reasoning is often the root cause behind a number of self- fulfilling but ultimately destroying prophecies.

Source:https://www.strategy-business.com/article/Changing-the-Conversations-That-Kill-Your-Culture?gko=fc533

Uploaded Date:02 November 2019

In order to offer a more customer- centric healthcare, companies are nowadays experimenting by reinventing their internal culture. There exist some key traits that are part of any customer- centric culture. The first of these is that they are externally focused, as opposed to the inward facing ones. One such healthcare provider is Flatiron. These kinds of companies also rely on a flat and egalitarian talent management structure, unlike the hierarchical ones of yore. They focus on broader performance measures, and not merely to the narrow financial indicators. While they obviously start with a strong company vision, that is never rigid enough to not allow for improvisations. The process focused firms are much more rigid by contrast. Strong communication and collaboration networks need to be curated within the firm.

Source:https://www.strategy-business.com/article/Using-culture-to-offer-more-customer-centric-healthcare?gko=d0024

Uploaded Date:02 November 2019

Lockdowns, arson and mutiny are some rare extreme problems that businesses periodically need to deal with. Fortunately, they are rare. But, other issues such as a toxic work culture are much more pervasive, so need to be proactively handled. Traeger was one such company whose CEO had to battle several of these regular issues, but also the extreme ones. A career as an entrepreneur is full of a sense of accomplishment, but the path towards that may be treacherous, as the Traeger CEO found out. One way to identify this entire process is to study brands that may be potential partners in the process. While at Traeger, he focused on working on the company culture, so he revamped the talent management systems. The physical space is also important here, as it must reflect the brand name of the company. Some cultural leaders were also tapped in this to

Source:https://hbr.org/2019/03/traegers-ceo-on-cleaning-up-a-toxic-culture?utm_campaign=hbr&utm_medium=social&utm_source=twitter

Uploaded Date:18 October 2019

 

Several corporate giants such as Samsung, Wells Fargo and Volkswagen have faced lawsuits in recent years. A lot of this is to do with the unethical practices being followed by these companies. It is essential for the management to inculcate beliefs around ethical practices, across the company. Studies have confirmed that for an employee to be ethical, more than his/ her personal beliefs, it is the company- wide policies that affect more. Such ethical practices have to be embedded right at the corporate strategy level itself. The internal communication too needs to be tailored around such ideals. Communications with the external world will automatically gear up, once internally all decked up.

Source:https://sloanreview.mit.edu/article/creating-an-ethically-strong-organization/

Uploaded Date:14 October 2019

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