Key ingredient to developing a healthy culture.

One of the first elements to developing a healthy culture is to begin by defining what that culture is and is not.

Let’s take a look at different perspectives and how those perspectives may impact culture:

A doctor tends to prize of atonomy.

Although we can recognize and appreciate that the doctor has worked very hard and would like to rule and indeed has earned the privilege to make decisions especially around governing their own operation idea of being atonomous is a bit conflicting. It is undeniable that doctors has studded for many years of their lives and dedicated it to learning and essentially showing themselves approved to make both managerial as well as business decisions that impact hospitals and clinics that they serve. The challenge with this kind of an attitude, belief and commitment is that, while it is true the doctors have earned the privilege of making decisions especially as it relates to health care, the entire industry can get complicated especially now that were hearing more governmental intervention and imposed new rules are being administered under the guise of health care reform.

A chief financial officer values returns for stockholders.

The priority that a chief financial officer has to ensure that the stockholders receive maximum return on their investment is honorable. The issue is there are varieties of cultures within an organization and priorities among those cultures that have a tendency to combat the chief financial officers priority. For instance the human resource department may be concerned about the rules that have been established and that the employees are adhering to those rules. The Sales department may be interested in having marketing resources that are current and up-to-date that tell the story and give a proper narrative of precisely what the company is able to do. The point I am making here is that each department if it is not into with the other departments needs may create conflict because of the organization to operate at a minimal level.

A scientist values exploration and innovation.

Many scientists are excited and enthusiastic especially around learning and will begin to a progressive future. The essence of science is that we don’t know exactly how that exploration and innovation might impact future generations. The very idea of science is to study and to learn by trial and error. The concern often comes down to the word safety. Let’s take a look for instance at aviation, the very idea of men flying was born by individuals who dared to explore the concept of gravity. During the exploration years aviation was not considered to be very safe. Throughout time we have learned much in aviation that has made this form of travel actually safer than traveling in your automobile. It is imperative to understand that a scientist that is not operating in a safe manner could cause humanity unprecedented challenges.

In the above three examples we begin the build the case for developing a culture within an organization or business that is well-rounded and considers the whole rather than the individual departments.

The key to cultural transformation hinges on, “Leadership”. According to Transformational Culture expert, Edgar Schein, any leadership as he distributed function that is gaining ground and facilitating progress toward some desired outcome is a display of leadership. The core concept but I would like to highlight in this blog is that true leadership is essential to cultural transformation. Key leaders need to be on board in order for an organization to truly transform and become great.

Genuine leaders, we define as being “authentic leaders” are the kinds of leaders that change culture in society. a leader is committed to continuous improvement and understand the importance of building a culture from good to great to ultimately ask. Leaders were involved in this type of work are really the architects of culture. Once a culture begins to form that culture will inform the kind of leaders that are part of that organization and business. A person capable of cultural transformation can see the dysfunctional culture and promoting value to that culture and raise the standard so that that culture becomes more optimal.


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