Transformation change is taking place all around us all the time and at many times we are unaware of those who are leading those changes. But it is not always about what is changing but it is how it is changing and who is leading that change. Everyone is a leader and anyone can effectively lead change but the difference between a successful mission and a failed operation is the structure or path in which you took to implement those changes.
Now I have never worked in a furniture company nor am I military but have watched what happens when the successful approaches that McIngvale and McChrystal took were not properly executed in order to save an organization from their demise. The prompt states “how do you relate and make sense of these approaches” and for me it is simple, if you don’t apply these approaches you will have a harder time meeting the end results in a positive and effective manner. When I worked for a dancewear manufacturer based out of Hialeah Florida, I didn’t understand that I was coming into the organization as it was steadily declining. This organization was a family owned and operated company with more than 50 years of experience but they were lacking something and that thing was the ability to lead their employees (which ultimately lead to the organization closing).
If we are two take both figure 15.4 and 15.5 we can see that the organization I was working for was in the Weak Culture quadrant for the “Relative Strength of Corporate Cultures” and we in the Change the Strategy for the “Strategy-Culture Matrix.” Now moving from one quadrant takes time and effort and it cannot be done overnight. I believe that if the company I worked for (we can call them SSDW) started to move step-by-step from one quadrant to another then they might have been able to keep their doors open longer. I think some of key issues with SSDW were that they needed an overhaul of the organizational structure; they had been stagnant for years and it hurt the ability for change to take place.
Changing an organization is never an easy task especially when an organization has met so many hurdles that have negatively impacted the structure of the organization. But in these types of situations, hurdles don’t necessarily enable an organization to rebound. If an organization has the will power to change and can effectively introduce strategies for success into the corporate culture of an organization then there is a high possibility that the organization will make it; sometimes all we need is a little fate.
Reference:
Brown, D.R. (2011). An experiential approach to organization development (8th ed.).Upper Saddle River, NJ: Prentice Hall
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