Culture is about how a group of people think and get things done there.
Therefore, to shape a desired culture- one of the most invisible, but powerful soft success factors, it’s important to update business rules, understand and fine tune underlying business logic, keep integrating and optimizing for creating business synergy.
Culture Logic is a collective thinking process where a result is derived from a variety of thoughts: When we communicate, clear thoughts lead to clarified words. Thoughts before the words. In the group/organizational level, from top-down, if the thoughts are backed by conviction, passion and enthusiasm, then such energies would find a way to get expressed and reach out to people. It develops a change or learning attitude, and drives good behaviors to achieve higher-than-expected business results. So a positive culture is cultivated logically by a great chain of thoughts-attitude-behavior; they need to get streamlined well together to demonstrate a clear logic.
When the culture fails to enable effective strategy management, it’s important to diagnose the root causes, behaviors are on the surface (the tip of the iceberg), attitudes are in the middle, and thoughts are underneath. It is only when we have to go beyond words and conventional wisdom, dive into the collective thoughts, so that we are actually able to see everything as distinctly as possible. Or else there would always be mingling and mixing. To fix the culture related problems, the words are the symptom, but the thoughts are the root causes, and often the spirit comes from the top. Clarifying culture logic enables the business management to dig into their own mindset first- what or how you think , why you think this way (independently or based on conventional wisdom), and how you convey your thoughts fluently to minimize the chances of being misunderstood. Clarity of Thoughts is more to do with the sharpness of intellect so that we are able to see with distinction, and enhance the logic.
Business logic is a blanket term that covers several very different types of stuff - at a minimum, algorithms, business rules, workflows: Culture is like the glue that holds and binds an organization together interrelatedly. Corporate culture is created out of the systems, processes, human capital and associated continual development, organizational hierarchy, and strategy design of the organization. Culture results from a lot of factors such as the business endeavors, goals of the leaders and their personal philosophies to reach the goal, their emotions in various scenarios and so on, etc. Culture logic covers principles or rules, algorithms, processes, workflows, to understand business climate.
Logic is neither equal to conventional wisdom nor linear understanding or arithmetic rules only. Culture logic comprises business rules that express business policy to encourage the right attitude or behavior and workflows that streamline desired results. If culture seems not right, the management needs to allow the community to have a voice for feedback, a much-needed mechanism to refine and fix a policy that is not functioning at an optimal level. A systematic culture change management takes logic processes and stepwise scenarios.
At the segment level of business logic, culture integration logic tends to be the thorniest, as this is where semantic mismatches between systems come into play: Culture does not live alone in the business, especially the large well-established companies. There are different types of subcultures in different divisions or geographical locations within the organization; and there are societal cultures outside the organizational culture, all of which influence each other. How to refine them and integrate a set of progressive cultures coherently into a tailored one that fits the business to accelerate strategy management. In some cases, organizational culture is so powerful and even then will be able to influence the surrounding societies of the organization.
So to keep the organizational culture cohesive, it’s important to understand the interrelationship between them; and apply integration logic to ensure they are diversified and unified in an effective way. You cannot consider culture as one element of the strategy execution unless you can identify the dominant cultures, subcultures, and the layers of those cultures. Make sure all of the management is on board and educated well on the objectives and how to carry them out effectively; helps them understand the value of harnessing the differences, but also lets them enforce strong culture logic to develop a culture of inclusiveness. In fact, building trust to neutralize cultural differences across these diverse cultures is usually essential and the key to reaping the benefits of global organizations.
Due to the frequent disruptions and increasing pace of change, businesses today need nothing less than a paradigm shift in their thinking about the fundamentals of how organizations work. In conversations about cultural logic, we need to remember that it is the policies, procedures, rewards and retributions that drive and groom advanced minds and good behavior; and it is the employee behavior that expresses culture, and all those crucial elements are integrated seamlessly to build an authentic culture. Culturally strong organizations will survive the storm better and will be prepared to execute strategies and business plans effectively.
Culture Logic is a collective thinking process where a result is derived from a variety of thoughts: When we communicate, clear thoughts lead to clarified words. Thoughts before the words. In the group/organizational level, from top-down, if the thoughts are backed by conviction, passion and enthusiasm, then such energies would find a way to get expressed and reach out to people. It develops a change or learning attitude, and drives good behaviors to achieve higher-than-expected business results. So a positive culture is cultivated logically by a great chain of thoughts-attitude-behavior; they need to get streamlined well together to demonstrate a clear logic.
When the culture fails to enable effective strategy management, it’s important to diagnose the root causes, behaviors are on the surface (the tip of the iceberg), attitudes are in the middle, and thoughts are underneath. It is only when we have to go beyond words and conventional wisdom, dive into the collective thoughts, so that we are actually able to see everything as distinctly as possible. Or else there would always be mingling and mixing. To fix the culture related problems, the words are the symptom, but the thoughts are the root causes, and often the spirit comes from the top. Clarifying culture logic enables the business management to dig into their own mindset first- what or how you think , why you think this way (independently or based on conventional wisdom), and how you convey your thoughts fluently to minimize the chances of being misunderstood. Clarity of Thoughts is more to do with the sharpness of intellect so that we are able to see with distinction, and enhance the logic.
Business logic is a blanket term that covers several very different types of stuff - at a minimum, algorithms, business rules, workflows: Culture is like the glue that holds and binds an organization together interrelatedly. Corporate culture is created out of the systems, processes, human capital and associated continual development, organizational hierarchy, and strategy design of the organization. Culture results from a lot of factors such as the business endeavors, goals of the leaders and their personal philosophies to reach the goal, their emotions in various scenarios and so on, etc. Culture logic covers principles or rules, algorithms, processes, workflows, to understand business climate.
Logic is neither equal to conventional wisdom nor linear understanding or arithmetic rules only. Culture logic comprises business rules that express business policy to encourage the right attitude or behavior and workflows that streamline desired results. If culture seems not right, the management needs to allow the community to have a voice for feedback, a much-needed mechanism to refine and fix a policy that is not functioning at an optimal level. A systematic culture change management takes logic processes and stepwise scenarios.
At the segment level of business logic, culture integration logic tends to be the thorniest, as this is where semantic mismatches between systems come into play: Culture does not live alone in the business, especially the large well-established companies. There are different types of subcultures in different divisions or geographical locations within the organization; and there are societal cultures outside the organizational culture, all of which influence each other. How to refine them and integrate a set of progressive cultures coherently into a tailored one that fits the business to accelerate strategy management. In some cases, organizational culture is so powerful and even then will be able to influence the surrounding societies of the organization.
So to keep the organizational culture cohesive, it’s important to understand the interrelationship between them; and apply integration logic to ensure they are diversified and unified in an effective way. You cannot consider culture as one element of the strategy execution unless you can identify the dominant cultures, subcultures, and the layers of those cultures. Make sure all of the management is on board and educated well on the objectives and how to carry them out effectively; helps them understand the value of harnessing the differences, but also lets them enforce strong culture logic to develop a culture of inclusiveness. In fact, building trust to neutralize cultural differences across these diverse cultures is usually essential and the key to reaping the benefits of global organizations.
Due to the frequent disruptions and increasing pace of change, businesses today need nothing less than a paradigm shift in their thinking about the fundamentals of how organizations work. In conversations about cultural logic, we need to remember that it is the policies, procedures, rewards and retributions that drive and groom advanced minds and good behavior; and it is the employee behavior that expresses culture, and all those crucial elements are integrated seamlessly to build an authentic culture. Culturally strong organizations will survive the storm better and will be prepared to execute strategies and business plans effectively.
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