Looking for more effective ways to create one-team? The secret is to have shared commitment orientation!
Here are 3 of Walking the Talk's recommended books to inspire shared commitment orientation.
I have been on a pilgrimage of sorts over the past few weeks, retracing the events of the Hungarian revolution in 1956. My father was a revolutionary and we had a very emotional time reliving the rise of communism. One of the things that struck me is how quickly communism took hold in the late 1940s and how deeply it became entrenched. It made me ponder on a question that I am asked regularly… ‘how long will it take for us to change our culture?’
When helping businesses develop healthy, fit-for-purpose cultures, I often get asked whether the organisation should develop a “top-down” global culture plan or let local entities develop their own plans. My answer? It depends.
Building a culture plan sits at the core of how you transform organisational cultures. Without a plan, it’s like shooting in the dark: you sort of know where you want to go, but you have no idea how to get there. Most organisations are familiar with building annual plans for infrastructure, IT, people, strategy and operations. However, when it comes to culture, few businesses are used to develop effective plans.