• http://twitter.com/PropelForwardLL Carlann Fergusson

    One of the strategies I believe makes a difference and occurs after the vision and values is the right organizational and decision making structure. If these are not in alignment with the vision, it will create political battles for power from misaligned groups. The right groups need to have direct influence to the CEO. For example a company that changed from product focused to market segment focused still had operations in the key power spot instead of shifting the power to Sales and Customer Service. It resulted in heated political battles until the CEO was willing to openly discuss the formal and informal power changes. That infighting caused many cultural issues.

    • http://twitter.com/SSpanTolero Scott Span, MSOD

      Carlann, 
      Thanks for your comment. You raise some interesting points about leadership, power, and politics. Per culture, I agree that the organizations should try and recruit people who have values that align to the the organizational culture. If individual and organizational values clash, it can be turmoil from day one, for engagement and performance. Per specific changes as you mention, I think in those situations it is more about balance of power and adaptability of processes if things are to succeed. Clear and open communication and access to leadership or change champions is imperative.

  • robgarciasj

    In my own experience, I agree with most of your points, except for “socialized power”.  I prefer to call it “strong leadership + merit based distributed responsibilities”. 

    • http://twitter.com/SSpanTolero Scott Span, MSOD

      @robgarciasj:disqus Thanks for the comment. Interesting equation. I’m curious, how do you define socialized power?

      • robgarciasj

         sounded like to avoid “abuse of power”, the company should “socialize” (as in make everyone equal in the decision making process).  If I mistunderstood, my apologies. 

  • Carmen Johnson

    thanks this

  • http://twitter.com/KymleeIsAwesome Kimberlee Morrison

    Focus on people is super important, especially when developing/driving a high performance culture. Everyone wants to be appreciated especially when they’re giving their all. If the people getting it done don’t feel they’re valued, they’ll disengage and productivity will suffer. Thanks for pointing me this way, Scott. 🙂