You have known him for years, and he has been unable to demonstrate the capacity to set goals and accomplish them. Yet, you believe that after marriage that you will change him. Too bad, after the marriage, instead of you changing him, he influenced and changed you. Now, “clock” has been removed from that home, and no one has any plan for anything.
The same happens when we’re looking for jobs or moving into new cities. You looked at that team as you toured that company. You reviewed Glassdoor as you did your research on the firm. You asked questions from people. And the conclusion was clear: the culture was yoyo. Yes, anything goes.
Even though you did not like the culture, you went ahead, being sure that you would change the culture. I have a line for you: ensure your defense is great because they could also influence you through a fast pace acculturation that will change you.
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An organizational culture is difficult to characterize, yet it’s woven into everything an organization does. It’s the reason workers love or loathe their employments, or clients can feel esteemed or overlooked. Like notoriety, it takes a very long time to assemble a decent culture, yet just a couple of stumbles to destroy everything. That’s why smart founders focus on developing company culture from day one, and work like mad to protect it for the duration.
Start-up founders typically focus on improving their hard metrics that they think little of the organizational culture. They have outsourced that responsibility to someone in the firm. Yet, organizational culture isn’t just about office game rooms, free titbits or easy-going Friday. It’s about how your group cooperates. It’s what your group has confidence in, and what they esteem the most. For the staff to work together, a solid organizational culture is important.
Here are some pointers to build an authentic and engaging culture irrespective of the size of your firm – stat-up, ramp-up or an established organization.
People, unless you are a culture transformation expert, do not underestimate how a corporate culture you think you could overcome will swallow you. Remember small data.
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Comment 1: You can’t jump into the pool without getting wet unless it s an empty pool, which leaves you with a greater risk of getting broken and fractured for life. Don’t forget to have your life-jacket on, so at least you come out with your values where pool does not eat, I mean swallow you. Now swim, learn or not.
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You must be a giant, with an impeccable character, for you to even dream of changing a culture that does not align to your ideals, even a successful outcome is still not guaranteed.