Interesting viewpoint on Culture in Organization :
"The reason most cultural change programs fail is because culture is an epiphenomenon of human interaction. This means that culture as such does not exist., it is a mental construct. Culture is the effect of something and can not be the cause of anything."
This article makes me wondering about the willing of "changing the Culture" underlying the attempt to "transform the Organization".
Human part of Organization is quite hard to experience at first hand.
A good analogy : understanding style in cooking for approaching the meaning of style in architecture.
Understanding the styles is not so common for "architects", they prefer to stay "compliant" with the oragnization's rules. This article is a good starting point to be aware of these styles, and to try to understand at least some of them where one feels comfortable.
Few anti-patterns are documented here also, and especially the "China egg" anti-pattern : a smart expression to name the wasting effort to impose unilateral decision: as it is assessed as unuseful, everyone else spend (huge) effort to bypass it....
As I have written many times over the years, you cannot enter a dialogue about human consciousness without including the ego. Well, you could, but you'd be avoiding a primary actor in the process. For all its darkness and ...
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