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How One Person Can Change the Conscience of an Organization

Sustained Focus 

Normally, these though may appear in a leader's mind:

  • This work is going to take months maybe years, so it's better to postpone it for a later time.
  • This plan, though helpful for a lot of people, will be potentially dangerous for my career.
  • It is not worth all the trouble and convincing others.

The real challenge is to get past these mind traps before the problem starts to appear ordinary.

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How One Person Can Change the Conscience of an Organization

How One Person Can Change the Conscience of an Organization

https://hbr.org/2019/12/how-one-person-can-change-the-conscience-of-an-organization

hbr.org

6

Key Ideas

The Conscience of an Organization

Certain organizations have the capacity to transform themselves, if the leader who is in charge, has the vision and the will for it.

It's not very often that short-term profitability and a selfish mindset is kept aside for the greater good.

The Power of One

A leader with clarity of conscience and a readiness to speak up can make a difference, and contribute to the greater good of humanity.

Cultural change can be made possible even if a middle-level or lower-level manager puts together a radical vision and gathers momentum from his peers.

Sequential skill development

Taking challenges continuously, big or small, contributes to your 'challenge taking' skill-building, preparing you for bigger milestones in the future.

The skills that are built, eventually operate in different areas, sometimes in unplanned and unanticipated situations. 

Helping the underprivileged

If a transformation helps the underprivileged, it becomes all the more imperative.

If a leader's vision is contributing to benefiting the poor or making a positive impact on the environment, it becomes a moral duty and not just a task to carry out.

Making a difference

Corporate transformations can happen from middle managers, and even first-line supervisors, if their vision is combined with determination and helped by the right mindset, leading to support of their superiors and peers.

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SIMILAR ARTICLES & IDEAS:

Leo Tolstoy

“Everyone thinks of changing the world, but no one thinks of changing himself.”

Leo Tolstoy
About change

Organizations don’t change. People change. Many companies move to change systems and structures and create new policies and processes but fail to address the underlying mind-sets and capabilities of the people who will execute it.

A new strategy will fall short of its potential if they fail to address the mental attitude because people on the ground tend to continue to behave as they did before.

Looking both ways

Companies that only look outward in the process of organizational change, and dismiss individual learning and adaptation make two common mistakes:

  • They focus solely on business outcomes and fail to appreciate that people will have to adapt to implement it.
  • They focus too much on developing skills. 

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Epidemic vs. pandemic

An epidemic is a broad term used to describe any problem that is actively spreading and has grown out of control.

The pandemic rel...

Disease Event Classification

Epidemiology is the branch of medicine that handles the following:

  • Incidence: the occurrence of a disease over a specified period.
  • Prevalence: how many people are affected within a population.
  • Control of diseases: an appropriate public health response.

Two measurable factors mostly define the level of disease occurrence:

  • The pattern and speed by which a disease moves.
  • The size of the susceptible population.
The terms an epidemiologist use
  • Sporadic refers to a disease that occurs infrequently or irregularly.
  • Cluster refers to a disease that occurs in larger numbers even though the actual number or cause may be uncertain.
  • Endemic refers to the constant presence and/or general prevalence of a disease in a geographic population.
  • Hyperendemic refers to persistent, high levels of disease well above what is seen in other populations.
  • Epidemic refers to a sudden increase in the number of cases of a disease above what is normally expected.
  • Outbreak is the same as an epidemic but is often used to describe a more limited geographic event.
  • Pandemic refers to an epidemic that has spread over several countries or continents, usually affecting a large number of people.

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Organizational change management (OCM)

It refers to any event or program an enterprise undertakes that causes major disruption to daily operations.

Organizational change management ensures that the new processes resulting f...

Benefits of change management

Change management reduces the risk that a new system or other change will be rejected by the enterprise.

By itself, it does not reduce costs or increase sales. Instead, it increases the teamwork required for the enterprise accept the change and operate more efficiently.

Requirements for change management success
  • The right executive sponsor: responsible for developing the case for change and obtaining the necessary OCM resources.
  • Cultural willingness to adapt and change:  all organizations resist change to some degree.
  • Individual willingness to change: individuals must be willing to examine new information and adopt new behaviors and approaches.
  • Rewards and consequences: major changes need to be reinforced by rewards and consequences.

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