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One of the first
steps in creating a shared vision for a culture change
project is to establish a high value for helpful human
behavior. Positive and lasting
behavior change is the primary advantage of the culture
change approach. Therefore, culture change leaders must determine how new
behavior will become a strategic advantage to the success of
the organization.
In unhealthy
organizations, people are viewed as a cost of doing
business. Saving on labor is a primary business
strategy. With such a business mind-set, savings can be
achieved by paying lower wages, hiring lower-skilled
people, reducing benefits and training, emphasizing
labor-saving technologies and eliminating jobs.
In contrast,
successful organizations treat people as central to
business success. Leaders develop positive roles for
employees that are linked to the strategic direction of
the company. With such a people-centered mind-set, employers
readily invest in their people. Business goals include achieving a
highly skilled, happy, cohesive, healthy and productive
workforce.
Culture change
leadership involves revisiting the business strategies and
advancing
an agenda that values healthier and more productive
cultural members. Leaders must convince stakeholders (including
shareholders, employees and customers) that a
new culture will dramatically strengthen the value of
the organization and its ability to thrive.
Examples of
Shifting toward a People-Centered Strategy
- Leaders of a supermarket chain realized that it
could not compete on price alone. The leaders chose to
emphasize healthier foods and great customer service.
The knowledge and attitudes of workers became a
strategic advantage.
- Leaders of an industrial production company saw that
the demand for their product was limited. The leaders
shifted their focus to include servicing their product
for their customers.
- A welfare department recognized that they were
treating their adult clients like misbehaved children.
The leaders revised policies and training to focus on
the successful transition to work. The department
partnered with area businesses and welfare recipients to
develop tailored welfare benefits
packages. The new approach supported the transition to
stable and dignified employment.
| Assignment: Email
JuddA@healthyculture.com your response to the following
questions How is your organization doing in its efforts to
view employees as key to success? Are people viewed primarily as costs or as good
investments? What ideas do you have for shifting
the strategic vision toward a more people-centered outlook? |
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