New Leadership
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New Leadership
The Changing Face of Modern Leadership
Curated by Roger Francis
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Rescooped by Roger Francis from Business Brainpower with the Human Touch
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10 Principles of Organizational Culture

10 Principles of Organizational Culture | New Leadership | Scoop.it

If the answer to these last two questions is “rarely,” it wouldn’t surprise us. We don’t believe that swift, wholesale culture change is possible — or even desirable. After all, a company’s culture is its basic personality, the essence of how its people interact and work. However, it is an elusively complex entity that survives and evolves mostly through gradual shifts in leadership, strategy, and other circumstances. We find the most useful definition is also the simplest: Culture is the self-sustaining pattern of behavior that determines how things are done.

Made of instinctive, repetitive habits and emotional responses, culture can’t be copied or easily pinned down. Corporate cultures are constantly self-renewing and slowly evolving: What people feel, think, and believe is reflected and shaped by the way they go about their business. Formal efforts to change a culture (to replace it with something entirely new and different) seldom manage to get to the heart of what motivates people, what makes them tick. Strongly worded memos from on high are deleted within hours. You can plaster the walls with large banners proclaiming new values, but people will go about their days, right beneath those signs, continuing with the habits that are familiar and comfortable.

But this inherent complexity shouldn’t deter leaders from trying to use culture as a lever. If you cannot simply replace the entire machine, work on realigning some of the more useful cogs. The name of the game is making use of what you cannot change by using some of the emotional forces within your current culture differently.


Via The Learning Factor
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Walter Gassenferth's curator insight, April 27, 8:43 AM
Organizational culture is a very important topic and often overlooked by companies. For those who speak the Spanish or Portuguese, more about organizational culture can be read in http://www.quanticaconsultoria.com
Technical Support 1 (800)220-1032 Windows, Ms Office, browser's curator insight, April 27, 11:26 AM
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Susanna Lavialle's curator insight, June 4, 4:41 PM
I believe in clarifying the desired behaviours. It sometimes also means spelling out the problems with the current assumptions, beliefs and values or thinking models. Sometimes rules are so obvious to people inside the organization they just apply them without stopping to think, whether they still make sense. At times senior employees cannot even notice their existence, and when you put them forward they notice not having ever questioned them - or just not thought there was another way. 
Consultants or anybody coming from outside with an external view can help as they have seen other ways of doing things. They are more objective and realise how behaviors in same circumstances can be very different, depending on "the way things are done". 
After all, behaviour is a question of choice. Try making very tangible what "good" and new behavior looks like. Identify who you need changing and how. Make sure leaders show example to move into the new model. And identify those who adopt new culture, reward when they manage to do it, even a bit. 
And put forward first successes. 
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Adapting to Change, Leader Lessons From Jeff Weiner, CEO of LinkedIn - Forbes

Adapting to Change, Leader Lessons From Jeff Weiner, CEO of LinkedIn - Forbes | New Leadership | Scoop.it

Jeff’s leadership style keeps the company focused on growing at the rate of two new members every second  while reducing the business mantra to just two words: “Next Play.”

 

Leadership lessons lists abound on-line.  Jeff's list of 10 lessons, however, is tied to a large, successful virtual platform company with real staying power, connected to jobs and career growth - LinkedIn.  

 

He's obviously trending in the right direction as his inspires his "Next Plays" among his staff.  ~  Deb

 

Excerpts:

 

_____________________________

Today, 16 months after the LinkedIn IPO, employees continue to talk about their Next Play and stay focused on delivering results.

_____________________________

 

Weiner described how powerful the phrase, "Next Play" has been for the company.

 

On the day LinkedIn became a public company, employees received a black T shirt with the company’s name and stock ticker written across the front and Next Play emblazoned on the back of the shirt. Even today 16 months after the LinkedIn IPO, employees continue to talk about their Next Play and stay focused on delivering results.
1) Define leadership : At LinkedIn, Leadership is the ability to inspire others and achieve shared results. ...to create economic opportunity for the 3.3 billion people in the global workplace by matching skills with job opportunities.
3) Prioritize your business goals: ...if we could only do one thing, what would it be? This is a lesson Weiner learned from Steve Jobs and practices every day. 

6) Customers first: ... anytime the LinkedIn product team considers new enhancements the first question revolves around: Is this putting our members first, or is this putting the company first? “If it benefits members, it will ultimately benefit the company.

 

7) Remember To laugh: ...Weiner says he values his team members’ sense of humor and sometimes, on a tough day, that can trump their talent and expertise!

 

Read the full post here.


Via Deb Nystrom, REVELN, David Hain
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Deb Nystrom, REVELN's comment, September 19, 2012 11:42 PM
Thanks Lynn!
Manish Puranik's curator insight, July 10, 2013 12:25 AM

Few more lessons on Leadership...!

Rescooped by Roger Francis from Business Brainpower with the Human Touch
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Your Team Can Make or Break Your Business – Here's How

Your Team Can Make or Break Your Business – Here's How | New Leadership | Scoop.it

Oftentimes, as businesses grow, there are going to be some growing pains. And even more often than not, one of the less obvious pains is the slowly disintegrating company culture. When left alone, executives and employees, alike, will start to witness a lot of infringements on company values, because a lot of people either don't understand them or flat out didn't know they existed.

 

To navigate in our rapidly changing world, corporations and organizations everywhere have had to reevaluate the ever expanding, changing and intertwining complexities of their cultures. "We realized that when an organization has a poor perspective on its culture, it has resulted in low energy and mediocre morale that stifles people, and consequently, causes them to not keep up with the demanding pace of today's workforce," says Jason Richmond, CEO of Culturized.


Via The Learning Factor
Roger Francis's insight:

To grow your company, it's time to rethink how you lead your people.

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David Cruzate's curator insight, March 24, 8:29 AM

To grow your company, it's time to rethink how you lead your people.

Begoña Pabón's curator insight, March 24, 3:23 PM

El reto de hacer crecer nuestras empresas pasa por reformular la forma en que lideramos a nuestros equipos.  Necesitamos crear una visión y unos valores compartidos  que permitan a las personas contribuir a los mismos con sus ideas y talentos.

Rudy Cruysbergs's curator insight, April 3, 11:16 AM

To grow your company, it's time to rethink how you lead your people.