Overview of Blog posts: Change with Culture and Positive Leadership
Are you engaged at work? Are you content, and productive? Are you thriving?
Most people would answer these questions with a firm No. According to the infamous Gallup research, only 13% of workers is engaged, worldwide.
This means there is a staggering 87% of untapped potential while the world is struggling with serious challenges such as the climate challenge, sustainability, pollution, poverty, human rights, inequality, globalization, de-industrialization, refugees and migration, banking crises, tax havens, war, and conflict…
We need everyone to contribute their energy and ideas to solve these issues.
Organizations also need everyone aboard to transcend their challenges of increasing global competition, the battle for efficiency and low cost, staying up to date with the technology race, recruiting and retaining the best people, etc. - or else, they can’t contribute to the world with their products and services.
Change has become a core competence for all organizations.
In the below series of blog posts, we have looked at how organizational change can be successful, and the fundamental reasons why it often fails. We have seen how organizational culture can help or hinder.
We have mapped the culture with the OCAI culture survey based on the Competing Values Framework and engaged people in small Change Circles.
We checked into the relatively new field of Positive Leadership that can make a huge difference to positive organizational change and culture.
Ultimately, our aim is to create positive organizations where both people and performance thrive. For your convenience, here's the overview of the series to date.
Overview of the Positive Leadership, Culture, and Change Blog series:
7 conditions for successful organizational change
10 reasons why organizational change is not working well
7 more reasons why organizational change is unsuccessful
Organizational Change: Start where people are, in current culture
Organizational culture: Create, Collaborate, Control, and Compete
Organizational Change: what are four strategies to change?
How to work with Organizational Culture in Change Circles
Organizational Culture Case: Behaviors and Beliefs in the Library
Organizational Culture Case: New Behaviors and How to Change
Overview: Change based on Culture and Positive Leadership
Lead Change with Culture and Positive Leadership
Positive leadership: Why it’s crucial for organizational change
Positive Leadership: How to Open up to Positive Possibilities?
How to ask empowering questions to facilitate change
Organizational Culture Case: Control the Machine mindset
Organizational Culture Case: How can I Change this Machine?
I hope this overview is useful. I wish you and your (client's) organization lots of positive change! May people and performance thrive.
Copyright © Marcella Bremer 2016. All rights reserved.
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Most people would answer these questions with a firm No. According to the infamous Gallup research, only 13% of workers is engaged, worldwide.
This means there is a staggering 87% of untapped potential while the world is struggling with serious challenges such as the climate challenge, sustainability, pollution, poverty, human rights, inequality, globalization, de-industrialization, refugees and migration, banking crises, tax havens, war, and conflict…
We need everyone to contribute their energy and ideas to solve these issues.
Organizations also need everyone aboard to transcend their challenges of increasing global competition, the battle for efficiency and low cost, staying up to date with the technology race, recruiting and retaining the best people, etc. - or else, they can’t contribute to the world with their products and services.
Change has become a core competence for all organizations.
In the below series of blog posts, we have looked at how organizational change can be successful, and the fundamental reasons why it often fails. We have seen how organizational culture can help or hinder.
We have mapped the culture with the OCAI culture survey based on the Competing Values Framework and engaged people in small Change Circles.
We checked into the relatively new field of Positive Leadership that can make a huge difference to positive organizational change and culture.
Ultimately, our aim is to create positive organizations where both people and performance thrive. For your convenience, here's the overview of the series to date.
Overview of the Positive Leadership, Culture, and Change Blog series:
7 conditions for successful organizational change
10 reasons why organizational change is not working well
7 more reasons why organizational change is unsuccessful
Organizational Change: Start where people are, in current culture
Organizational culture: Create, Collaborate, Control, and Compete
Organizational Change: what are four strategies to change?
How to work with Organizational Culture in Change Circles
Organizational Culture Case: Behaviors and Beliefs in the Library
Organizational Culture Case: New Behaviors and How to Change
Overview: Change based on Culture and Positive Leadership
Lead Change with Culture and Positive Leadership
Positive leadership: Why it’s crucial for organizational change
Positive Leadership: How to Open up to Positive Possibilities?
How to ask empowering questions to facilitate change
Organizational Culture Case: Control the Machine mindset
Organizational Culture Case: How can I Change this Machine?
I hope this overview is useful. I wish you and your (client's) organization lots of positive change! May people and performance thrive.
Copyright © Marcella Bremer 2016. All rights reserved.
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Are you engaged at work? Are you content, and productive? Are you thriving?
Most people would answer these questions with a firm No. According to the infamous Gallup research, only 13% of workers is engaged, worldwide.
This means there is a staggering 87% of untapped potential while the world is struggling with serious challenges such as the climate challenge, sustainability, pollution, poverty, human rights, inequality, globalization, de-industrialization, refugees and migration, banking crises, tax havens, war, and conflict…
We need everyone to contribute their energy and ideas to solve these issues.
Organizations also need everyone aboard to transcend their challenges of increasing global competition, the battle for efficiency and low cost, staying up to date with the technology race, recruiting and retaining the best people, etc. - or else, they can’t contribute to the world with their products and services.
Change has become a core competence for all organizations.
In the below series of blog posts, we have looked at how organizational change can be successful, and the fundamental reasons why it often fails. We have seen how organizational culture can help or hinder.
We have mapped the culture with the OCAI culture survey based on the Competing Values Framework and engaged people in small Change Circles.
We checked into the relatively new field of Positive Leadership that can make a huge difference to positive organizational change and culture.
Ultimately, our aim is to create positive organizations where both people and performance thrive. For your convenience, here's the overview of the series to date.
Overview of the Positive Leadership, Culture, and Change Blog series:
7 conditions for successful organizational change
10 reasons why organizational change is not working well
7 more reasons why organizational change is unsuccessful
Organizational Change: Start where people are, in current culture
Organizational culture: Create, Collaborate, Control, and Compete
Organizational Change: what are four strategies to change?
How to work with Organizational Culture in Change Circles
Organizational Culture Case: Behaviors and Beliefs in the Library
Organizational Culture Case: New Behaviors and How to Change
Overview: Change based on Culture and Positive Leadership
Lead Change with Culture and Positive Leadership
Positive leadership: Why it’s crucial for organizational change
Positive Leadership: How to Open up to Positive Possibilities?
How to ask empowering questions to facilitate change
Organizational Culture Case: Control the Machine mindset
Organizational Culture Case: How can I Change this Machine?
I hope this overview is useful. I wish you and your (client's) organization lots of positive change! May people and performance thrive.
Copyright © Marcella Bremer 2016. All rights reserved.
Comments
this series
Thank you, Marcella. I have completed loved this series and shared it widely.
Please keep up the great work!
Deb
Thank you
I'm really glad to hear that is was useful to you :) Thank you, Deb!
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