Presume for a minute, that you were brought in as a new senior manager and
your challenge was to create an environment of learning, fast response,
customer focus, and a results orientation. What approach would you take
to create common values that foste red trust, a willingness to change and
continuously improve organizational processes, for staff to participate in
teams, and to foster community learning/sharing of knowledge, power, and
information?
What kind of time line would be required before change would begin to be
noticeable? What organizational values would be critical to support the
metamorphosis from an old paradigm (me, what is in it for me, and this is
the way I have always done things) to a new paradigm (us and how can we
accomplish organizational goals).
How do you create an environment of trust, common mental models, and
shared vision so that staff are enthusiastic about rising to new
challenges and view change as beneficial, critical for short and long-term
survival, and a way to create a living, goal- oriented, values-driven
community/organization?
Thanks for your thoughts and suggested approaches on how to embark upon
the journey of leading and inspiring staff to create organizational
change/metamorphisis.
Tad McKeon
tad@mckeon-assoc.com
--Tad Mckeon <tad@mckeon-assoc.com>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>