The Katzenbach Center has come up with a few principles that bring about a positive organizational culture. First of all, companies need to identify, its cultural markers. Once this done, it must work while keeping in mind such norms. This will also enable for the behaviours and mindsets to change accordingly. There must be focus especially on the few critical behaviours. Some personnel must be located as the authentic informal leaders. This will be the ones setting up the cultural agenda at the workplace. However, at the same time, the formal leaders must not escape the usual scrutiny. The talent management systems here need to be such that the behaviours can be aligned with the broader business objectives. These behaviours also need to get linked with the programmatic efforts. The impact of all the efforts made thus far, will also need to be demonstrated fairly rapidly. To ensure that proactive behaviours get adopted universally, cross- organizational methods need to be made use of. The cultural situation of course, needs to be managed over a period of time.

Source:https://www.strategy-business.com/feature/10-Principles-of-Organizational-Culture?gko=1f9d7

Uploaded Date:24 June 2019

For long empathy was related to the backdoors in most company cultures. But some leading figures such as Apple’s Tim Cook have been at the forefront of bringing it to national prominence. Empathy is now an integral part of corporate training sessions. This is in stark contrast to companies where competition and aggression hold fort. The latter happens when ideals and norms clash, so people are attracted to what others are doing. The recent book released The War for Kindness, written by Jamil Zaki, groups do adhere towards productive and kind norms. To build empathy in their workplace, leaders need to acknowledge its place in the potential for growth. The right norms need to be highlighted by them. To execute such practices, the top leaders must groom some culture leaders, who will co- create this norm.

Source:https://hbr.org/2019/05/making-empathy-central-to-your-company-culture

Uploaded Date:04 June 2019

A system started in the year 2017 at the INSEAD among MBA students, was the concept of Reciprocity Rings. This is a system where peers can help each other out when they are in the position to do so. One of the students who needed to travel regularly for some personal matters, away from the campus to the city of Lille, also in France, she met help from an unexpected source, through this method. The helper was the head of talent recruitment from the INSEAD campus. The success of this concept, needs to be replicated at organizations as well. One need not hesitate to ask for aid when genuinely in need of. So, companies need to curate a culture of reciprocity, where people are ready to seek help. University campuses have already started replicating this model. Key examples of this include the Carnegie Mellon University, the Stanford Graduate School of Business and the Columbia University.

Source:https://knowledge.insead.edu/blog/insead-blog/creating-a-culture-of-reciprocity-6576

Uploaded Date:20 May 2019

Organizational change is no longer merely about trying out all possibilities, before sticking to the final choice. Instead, it is now a proper science involving several steps. To start off, companies need to organize corporate training programmes which will showcase in evidence the changes being wrought out. They must then bring out the change strategies out of the mere averages. This will help to quell the sudden changes in the work requirements. Next up, companies need to be up front and embrace the complexities and uncertainties, that are bound to arise during this change management. To ensure change takes place smoothly, the right talent recruitment needs to take place. For this, technology has to be utilized. Emerging science streams need to be also tapped into.

Source:https://www.bcg.com/publications/2019/science-organizational-change.aspx

Uploaded Date:20 May 2019