Organizational change is hard. It is an emotional endeavor, which requires personal leadership. It requires patience, tact, a solid process, and the determination to let the process work toward an ultimate outcome.
But, Organizational change is out of the reach of most leaders. That is because organizational change is culture change. Seth Godin adjusts the aphorism "culture eats strategy for breakfast" to "culture is strategy." I agree with this maxim. The culture an organization creates and fosters is the culture it believes is necessary to thrive in its environment.
If you want to change the culture, you have to understand is critical components. There are two videos that suggest a structure for defining a culture's values. The first video is "How Rust Views Tradeoffs." (46min) This should interest leaders who want to understand and shape their organizational culture. It talks about organizational values and how values conflict. Both of you fit in this context as you are both in the struggle to get our culture to move in a less bad direction. The speaker in the video talks about how Rust prevented a schism by re-defining its values. In 2021, Basecamp realigned its cultural values to focus on customer service over social change, which caused a departure of those who favored social change.
The Rust video refers to an earlier video "Platform as Reflection of Values." (30min) This speaker is much more impassioned. I list this second because he gets into how conflict of values leads to factures in platforms. He gets deeper into how to use the terms to define an organization; a platform in his words.
But, Organizational change is out of the reach of most leaders. That is because organizational change is culture change. Seth Godin adjusts the aphorism "culture eats strategy for breakfast" to "culture is strategy." I agree with this maxim. The culture an organization creates and fosters is the culture it believes is necessary to thrive in its environment.
If you want to change the culture, you have to understand is critical components. There are two videos that suggest a structure for defining a culture's values. The first video is "How Rust Views Tradeoffs." (46min) This should interest leaders who want to understand and shape their organizational culture. It talks about organizational values and how values conflict. Both of you fit in this context as you are both in the struggle to get our culture to move in a less bad direction. The speaker in the video talks about how Rust prevented a schism by re-defining its values. In 2021, Basecamp realigned its cultural values to focus on customer service over social change, which caused a departure of those who favored social change.
The Rust video refers to an earlier video "Platform as Reflection of Values." (30min) This speaker is much more impassioned. I list this second because he gets into how conflict of values leads to factures in platforms. He gets deeper into how to use the terms to define an organization; a platform in his words.
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Ben
In tenebris solus sto