Why we need to focus on Developing Leaders who focus on Corporate Culture

Why we need to focus on Developing Leaders who focus on Corporate Culture

Great leadership must focus on corporate culture, why? Because a if a leader focuses on the “Environment”… Corporate Culture, many of the traditional problems disappear. When an organization has a strong corporate culture, employees become “members” of the organization, work becomes a club where people get more self fulfillment and personal development “through” the organization. When people feel they have an important role to play in a Bigger Idea than “a JOB”, and those roles are clear as is their contribution. Their roles become part of a greater purpose. The actions, the passion the focus change to elevate the work objectives to a means for personal development and a way to achieve a Greater Purpose that improves self and Life and also allows them to feel like they are making a difference in the lives of others. So… people do what is required based on what the culture has identified as the behaviors to achieve this, and leaders don’t need to chase people to do what they want to reach objectives… they only need to support and guide the culture and the people to get fulfillment from that culture while meeting organizational objectives. (I have attached to Mind maps of this process) To download this map and watch the video, go to: Monkey King Organizational Change Leadership

4 thoughts on “Why we need to focus on Developing Leaders who focus on Corporate Culture

  1. If you make people feel important and part of the group, they will fee better and significant in the group. As a result, they will have a better performance in work. Great job in sharing, Arthur Carmazzi!

  2. i can only compliment you for the good job you have been doing in this blog, congratulations and keep it up.

  3. i’m glad to find information on this problem you said right Arthur if we focuses on the Environment Corporate Culture many of the traditional problems disappear. i agree with your point of view thanks a lot for this information .

  4. Senior NEPA Project Manager at ICF International (Anchorage, AK) paper by Martin Ruef is a nice example of Brayden’s point. In that paper Ruef aettmpts to explain a macro-level outcome (i.e. boom and bust cycles of foundings and exits in organizational populations and industries) using fairly intuitive (at the individual level) mechanisms related to the timing of organizational entrances and how this timing is affected by forward looking strategies of organizational entrepreneurs. A nice exemplar of how to go about studying the upwards arrow of Coleman’s boat.]]>


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