Organizational leaders wish they could obtain transformational change without having to change the culture. That’s because changing the culture is so much more difficult and time consuming. They would love to get the benefits of change by keeping the status quo, but, that’s not how it works.
Everybody wants it, nobody seems to have it: A culture of innovation. But what exactly do we mean when we call for a culture of innovation? After all, how can we create a desired culture, if we don’t know exactly what it looks like?
Dynamic and super successful organizations such as Apple, Google and Virgin Airlines are showing us that making a unique organizational culture the focal point of all business endeavors pays off and offers many bonuses along the way.
Every day we read articles that claim that a company's culture can be systematically and predictably changed. Along the same lines, companies voice
A recent study discussed on Brand 1 shows that as the processes in most companies become more highly optimized, many organizations begin to more closely resemble bureaucratic administrations than thriving business entities.