Deep organizational transformation is a combination of changed processes, procedures and behavior. While changing procedures may be relatively easy, transformation processes often stall a missing consequential behavioral change. A different dance “If you want a different dance, change the music.” This African proverb reminds us: If you want to stimulate different actions, find the driving […]
In the book The Competitive Advantage of Nations, Michael Porter suggests that differentiation is one way that companies can set themselves apart from competitors. While some advantage may be possible at a national level due to inherent natural resources, for example, we now know that this, as well as all the other means he suggests, […]
Time for a vocabulary test. What’s the difference between sympathy and empathy? Think about it. If you don’t know the difference, then you’ll gain nothing from this article. The problem is that the two words are now used interchangeably, as synonyms for each other. Even Thesaurus.com thinks they’re the same. But when you look at […]
Organizations would love to have their cake and eat it, too. They’d love to obtain the changes they want without having to change the culture to do it. That’s because changing the culture is so much more difficult and time consuming. In other words, they’d love to get the benefits of change by keeping the […]
We live in a world full of contradictions and organisations have the dubious reputation of mirroring such idiosyncrasies. This complex and often times changeable world places even more demands on businesses. Nonetheless, while many industries are trying to achieve a higher rate of centralization and a simpler approach to project management, few have correctly implemented […]
How often have you heard someone say they didn’t want a new computer when you announced that the old ones would be replaced? At the risk of sounding like an ageist, those under 35 probably cheered; those 35-50 may have smiled, and at least some of those who still had a little ways to go […]
It’s an undisputed fact that a poisoned organizational culture can kill all change initiatives. It doesn’t matter how competent your project management team is, how enthusiastic the board is, or even if your strategies have worked in every other company that you know of. If your culture is poor, then you have a serious problem […]
The need for organizational change is ongoing. It never stops. It can’t, because just as you get a handle on one thing, something else pops up. It’s like trying to keep flies off your picnic lunch. There’s always one. You have to be flexible. You have to be able to not just respond to the […]
Erika Jacobi
Jesse Jacoby
