tag:blogger.com,1999:blog-2509085333697351595.post3561151147534355169..comments2023-07-07T05:20:45.573-04:00Comments on The Board of Veteran CEOs: 3 Things CEOs Should Know Before Changing Corporate CultureTed Santoshttp://www.blogger.com/profile/13297157208874765112noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-2509085333697351595.post-47038789444149583902016-02-15T13:47:20.442-05:002016-02-15T13:47:20.442-05:00Thanks for the suggestion. I will check it out. ...Thanks for the suggestion. I will check it out. Ted Santoshttps://www.blogger.com/profile/13297157208874765112noreply@blogger.comtag:blogger.com,1999:blog-2509085333697351595.post-88190504799566494722016-02-15T13:46:50.525-05:002016-02-15T13:46:50.525-05:00Thanks for the comment, Charmaine. You bring up a...Thanks for the comment, Charmaine. You bring up a number of points that add to the complexity of transforming culture. <br /><br />Social anthropologists say a culture is a network of conversations. They say that goes for the culture of a nation, corporation or family. In other words, culture is not an object that needs to be changed. <br /><br />The network of conversations are not simply what people say to one another. It includes the unspoken conversations. Or the things people believe they cannot discuss. <br /><br />When you look closer, you see the network of conversations people have with themselves and others are pervasive, regardless of age. Some how we were all taught the same thing about what it means to be human. <br /><br />One of the conversations is my generation is different. Yet, history continues to repeat itself. <br /><br />When people realize they are all speaking the same language about success and failure, it becomes easier to embrace the various perspectives and have open conversations. Ultimately, I am saying people share more common ground than they realize. Except, we are taught to focus more on differences. That is part of the culture of being human. <br /><br />Changing culture is more about transforming the network of conversations. And being responsible for the conversations that derail change and success. <br />Ted Santoshttps://www.blogger.com/profile/13297157208874765112noreply@blogger.comtag:blogger.com,1999:blog-2509085333697351595.post-43612909022372721342016-02-13T19:22:24.395-05:002016-02-13T19:22:24.395-05:00If you get a chance, check out the movie "The...If you get a chance, check out the movie "The Intern". While it's comedic entertainment, it also speaks to the workplace cultural shift that we have been discussing, as well as the value of veteran executive interns. I think you will enjoy it. Anonymoushttps://www.blogger.com/profile/04272904187317993771noreply@blogger.comtag:blogger.com,1999:blog-2509085333697351595.post-15736559505055911162016-02-11T23:43:44.936-05:002016-02-11T23:43:44.936-05:00I agree, cultural changes do not occur overnight, ...I agree, cultural changes do not occur overnight, particularly in our current corporate environments. When we consider that this is the largest generational diversity shift in the history of our industrial work force, we have to consider how to change mistaken beliefs in each work group. Within my Fortune 500 organization, we have the following workforce breakdown: <br />1.) Builders (Historical creators of industry frameworks) = 1%,<br />2.) Baby Boomers (Benefactors of the industrial revolution, current power brokers) = 51%, <br />3.) Generation X (Inspired by Process driven (Deming) work paradigms) = 41%, <br />4.) Millennials (Work product and culture dependent on technology) = 7%.<br /> <br />Cultural change is indeed all about people. This is why programs which help to train and re-train the thinking of people are so important. The concept of Transformational Leadership is based upon a bottom up approach, where the leader’s primary concern is for the individual. Among other factors, the successful execution of the 4 I’s is what will change corporate or even societal culture:<br />•Idealized Influence (II) <br />•Inspirational Motivation (IM) <br />•Individualized Consideration (IC) <br />•Intellectual Stimulation (IS) <br />Anonymoushttps://www.blogger.com/profile/04272904187317993771noreply@blogger.comtag:blogger.com,1999:blog-2509085333697351595.post-23210602346408499242016-02-11T16:40:38.415-05:002016-02-11T16:40:38.415-05:00Thanks for the comment, Mike. What you have state...Thanks for the comment, Mike. What you have stated is very accurate. The roadblocks, barriers or blind spots people have in their personal lives will always follow them to their professional lives. As you say, they will ultimately sabotage themselves. <br /><br />To get people out of their own way is a process. While it rarely happens overnight, with tools and a strong commitment, individuals and organizations can experience breakthroughs in performance as well as in the way they think and function. <br />Ted Santoshttps://www.blogger.com/profile/13297157208874765112noreply@blogger.comtag:blogger.com,1999:blog-2509085333697351595.post-15294720858385877412016-02-11T11:17:53.895-05:002016-02-11T11:17:53.895-05:00Brilliant... Simply brilliant thinking... This is ...Brilliant... Simply brilliant thinking... This is exactly what happens in the work place and also what happens in our personal life. The fact that people sabotage themselves without even knowing is probably the most rampant thing in the workplace. Letting go is probably the hardest thing to do in the movement of change. How do you get someone to let go when this is all they have always known? More importantly, how do they recognize that this is what they need to do in order to break through, or create effective change? Keep the movement going Ted Santos. You are making a difference in people lives everyday. Looking forward to future discussions.Anonymoushttps://www.blogger.com/profile/17127945165582286933noreply@blogger.com