The most effective, and sustainable, way to facilitate organizational change is to focus on improving business processes. Especially, key processes like R&D portfolio selection, product design and development, manufacturing, marketing and sales, and fulfilment strategy. If we get these processes right then the right culture and the right people will follow. Process is driven directly by business and customer needs. Culture and behaviour follow process.

Baker Street Publishing

The consulting firm Booz Allen Hamilton has published a wonderful collection of articles on culture titled, Don’t Blame Your Culture: Instead, make the most of it for raising your company’s performance.  Jon Katzenbach is one of the leading authors.  He is a respected 50 year veteran of the organizational change wars.  See the video below.  I recommend the collection to decision coaches.   The collection is offered for mobile apps, e.g., iPhone, iPad, Android devices, etc.

I’ve learned from experience that there are four levers that a CEO can work with to change an enterprise: the people, the organization chart, process, and culture.    The organization chart is easy to change so we see lots of CEO’s try that.  It is also relatively easy for a CEO to change people.  Some CEO’s are even foolhardy enough to make a direct attack on culture.   Most of these change…

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2 Responses to

  1. David, while that may be the case, the ensuing culture change would be: ‘What do I care … all I need to do is to follow these processes ..’ Also the right people will follow because the ones with half brain they could use to the benefit of the customer and thus the business will either be fired or leave.

    Good luck with that. I rather go for empowerment – authority. goals and means for my people.

  2. Hello Max. Good to hear from you.

    I wholeheartedly agree that process alone is not enough but my take was that, without ‘breaking’ existing routines (or habits), necessary cultural change would not be sustainable. I guess my assumption is that this approach is more likely to be useful in an institutional/hierarchical environment…somewhat different, I would imagine, to what your people would experience!? .


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