organizational culture

Why Organizational Culture Matters for Company’s Success

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Have you wondered what differentiates iconic brands like Southwest airlines, Zappos, Nordstrom, Whole Foods, Costco, and Starbucks from many others in the market? Is there a unique ingredient that makes these brands what they are? Certainly not. The composition of their products does not set them apart. Rather, there is something else that makes the brands of these companies the popular ones that they are: organizational culture.

If organizations can bring out products that ensures sustained business success in the long run; it is because of this factor called organizational culture. How? It is this culture that makes employees give their best to the organization, without being compelled to do so. It is this culture that brings about a highly engaged workforce that feels motivated to produce products that are world-beaters, day in and day out. It is this culture that is indispensable to an organization’s success. The extent to which organizational culture is inseparably tied to business is best summarized by Peter Drucker, guru of modern management techniques in his aphorism, “Culture eats strategy for lunch”.

Organizational culture is the soul of the organization

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So, what is it about the organizational culture that spurs these companies to produce products that are household names? Well, culture is the organization’s DNA. It is its very core, from which everything about the organization takes shape. Yet, organizational culture, like the root of a tree, is responsible for what the tree is, but is hardly seen by onlookers at first glance. It is only when one scratches the surface a little that one discovers the root of the organization and its success.

The centrality of the organization’s culture can be understood from the fact that without it, no organization can attract, nurture and build talent. We all know the consequences of such a shortfall: the organization is inadequate in its ability to produce products that make a mark on corporate history, such as the ones we have just mentioned.

Organizational culture is still overlooked

Despite the predominance of culture in shaping an organization; this vital element is overlooked by many organizations. Many organizations have yet to understand its primacy in shaping products. Many organizations continue to think that great products are the result of great processes and great technologies. While the importance of these factors cannot be denied, the role of culture is at the core of these aspects. Unless one has a motivated and engaged workforce, technologies in themselves will not count for much.

So, the need for imbibing the right culture into the organization is of utmost importance. Leaders in charge of organizations should look inwards and ask themselves searching questions such as:

  • Is ours an organization whose culture inspires and engages, or is it one that stands in the way of our employees’ career enhancement?
  • Do we have an organizational culture that consists of a set of rigid top-heavy directives, or does it facilitate cross-department collaboration?
  • How have our employees and our customers perceived our organizational culture?

Get to understand all the elements of organizational culture

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TrainHR, a training provider par excellence of professional trainings for the human resources industry, will be organizing a webinar, at which all the elements of organizational culture will be explained. Marcia Zidle, CEO of Leaders At All Levels, and a board certified executive coach, will offer her valuable insights into organizational culture, at this very valuable course. please visit TrainHR to enroll for this webinar.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).

What benefits does a great organizational culture bring?

There are significant and tangible benefits that a positive organizational culture can bring about. Marcia will describe these. Some of these include:

  • Focus and Spirit
  • Engagement
  • Cohesion

At this very pertinent and perceptive course on organizational culture, Marcia will cover the following areas:

  • Understand why Peter Drucker says: “Culture eats strategy for lunch”
  • Discover why culture is like an iceberg: What’s above and below the water line
  • Identify and analyze the six key elements of culture in every business or organization
  • Review twelve daily ways effective leaders can communicate and reinforce company culture
  • Plan specific actions you will take to lead or influence changes in the culture of your organization
  • Use a three-step process to pinpoint what drives the culture of your team, department or company
  • Recognize what successful leaders know and do that helps them avoid cultural traps and misfires.

Click here to know more about Organizational Culture

 

 

 

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The Endless “Born or Made” Debate about Leadership

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Leadership, as we all know well, is the biggest factor in an organization. It is the most significant ingredient in an organization’s success or failure. An organization is known by its leadership ability, just as a nation, too, is known by it. Some organizations, like nations, have shown exemplary leadership at times of crisis to steer the team out of trouble. Many leaders have gone down in history for taking momentous decisions.

While there is no doubt about the role and importance of leadership to an organization; the big debate in management, psychology, social, academic and many other circles is this: Is leadership born, or is it made? The starting point of this debate is almost impossible to ascertain. It is perhaps as old as leadership itself. It is not likely to end till as long as the human race continues to produce leaders, analysts, debaters and academicians!

Subjective and difficult to determine

While the topic of whether leadership is innate or inculcated is one of the highly dividing and polarizing debates that we can get to see; it is interesting to see that the distinguishing lines are often blurred. It is not always possible to arrive at black and white answers to a grey question such as this. There is no outright winner in a debate on a topic of this nature.

While people who argue that leaders are born are forthright in their assertion about their thinking and back their viewpoint with examples, statistics and the like; the other side of the camp is equally convinced about its own perspective, being equally strong in its articulation that leaders can be made.

Get a fresh perspective on the topic

Want to take the debate farther and try to understand the interplay between natural and imbibed leadership abilities, or what one may consider the debate between nature and nurture? An interesting and highly perceptive, entertaining learning session from TrainHR, a leading provider of professional trainings for the HR industry, will bring forth many aspects of this debate.

Harold P. Brull, a licensed psychologist and has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years and served as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, for 36 years, during which he has designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps; will be the speaker at this webinar.

Want to understand the perspectives on the born vs. made leadership that this senior leadership professional brings? Then, please attend this webinar, to do which all that is needed is logging on to TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Discussion of the elements of leadership

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It is just that some people slide into leadership roles much more easily and naturally than many others. It is not that the others cannot do the same, but it is just that they are not at as much ease in doing this. This is the triggering point of the debate about whether leadership is born or made. Why or how is it that some people get it more naturally and more easily than many others, despite starting at the same point and despite being of the same sociocultural, economic or educational background?

At this webinar, Harold will give participants an increased understanding of what constitutes effective leadership and what others expect of those they follow. He will examine how organizations develop their leaders in order to compete successfully in the global marketplace. This webinar will examine leadership from a variety of perspectives, focusing on how leadership has been studied and how organizations have attempted to develop leadership talent.

This session is of high utility to anyone who aspires to leadership position, anyone who wants to understand themselves and their bosses better, anyone wanting to understand how nature and nurture interact in terms of leadership, and anyone interested in developing their own leadership skills.

Harold will cover the following areas at this webinar:

  • Why Leadership Matters
  • The History of Identifying Leaders
  • The Interplay between Nature and Nurture
  • The Distinction between Leadership and Management
  • What Matters to Followers
  • How Organizations view Leadership
  • Research on Leadership Effectiveness
  • What’s needed for tomorrow’s world?