Culture with Patrick Parker
If a methodology or a program isn’t producing desired value for an organization even after putting all the necessary resources into it, the root cause might be the culture of that organization. The culture of an organization consists of its practices, common goals, and shared values. If people aren’t putting efforts into securing the goals that an organization values, there’s definitely something wrong with the organization’s culture. That’s why culture is so important for managing assets and the overall success of the organization. A good culture is formed when the organization has set some standard procedures and values in place to ensure certain practices.
The points addressed in this podcast highlight:
- What does the culture of an organization consist of?
- Why is culture important in managing assets?
- How do we improve the cultire of an organization?
It starts with open communication and accountability but clear consequences and sometimes, enforcing certain practices makes a huge difference in the culture of the organization. While culture is very important for successful asset management programs, the organizations should treat the culture itself as an asset. When there are well thought-out general practices and planned processes in place within the organization, it becomes easier to have the personnel follow the set guidelines and invoke certain practices to ensure the successful application of the organizational culture. There are a few exceptions here and there but they can be mitigated by taking suitable actions in the best interest of everyone involved.
When it comes to changing or improving the culture of a certain organization, there isn’t a comprehensive understanding of what that means but there are frameworks out there that will help you change your internal process values and controlling information flow in the facilities. It will also help you manage new talent, channel culture guidelines, and manage overall progress towards improvement. There are always competing values in the organization, so this framework can work as a base for keeping the things up and running while mitigating failures from time to time.
Managing goals and expectations is the key to a successful implementation of the organizational culture and it can be controlled by effectiveness and sustainability of the organization. The sustainability is driven through beliefs and values of the organization. On the other hand, effectiveness of the organization is defined by its goals and objectives. Also, attitude leads to successful achievement of both effectiveness and sustainability within the organization. Maslow’s Hierarchy also helps you understand all the things that are going on towards improvement of the culture to contribute to the success of the organization.
There are frameworks and models out there such as ADKAR and Leading change model to help you successfully align the individual goals with the organizational goals. These two models work great when combined together. Cultural change sometimes starts with the efforts of an individual because he stands for his or organization’s beliefs and decides to do what’s right. So, anybody can be a leader to change the culture of an organization but support of the management and having shared values adds effectiveness to doing the things the right way. All it takes is believing in taking the right action and making sure that it is standardized over the period of time.
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