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The proven blueprint for seizing the competitive edge with smart, well-managed culture "renovation"
Culture Renovation explains why efforts to transform corporate culture nearly always fail and identifies 18 proven leadership actions for turning any culture into a driver for long-term success. It's all about keeping what works-and changing what needs to be changed-much like renovating a home.
CEO of the world's leading HR research firm, i4cp, Kevin Oakes delivers tangible, tactical insights drawn from a robust data set and informed by CEOs and HR leaders at the world's top companies. You'll find everything you need, including:
. Three phases, and 18 action steps, to architecting the change you want to see
. Practical insights and examples from T-Mobile, F5, Microsoft, Ford, 3M, Zumiez, and other cutting-edge companies
. The traits of a healthy corporate culture
. Proven ways of managing your new culture for long-term success
Specific actions include identifying influencers and blockers; measuring, monitoring, and reporting progress; clearly communicating that change is coming; ferreting out skeptics early in the process; providing training on desired behaviors; and making onboarding about relationships, not red tape.
Rely on Culture Renovation to plan, build, and maintain a corporate culture that drives growth and profit now and well into the future.
The proven blueprint for seizing the competitive edge with smart, well-managed culture "renovation"
Culture Renovation explains why efforts to transform corporate culture nearly always fail and identifies 18 proven leadership actions for turning any culture into a driver for long-term success. It's all about keeping what works-and changing what needs to be changed-much like renovating a home.
CEO of the world's leading HR research firm, i4cp, Kevin Oakes delivers tangible, tactical insights drawn from a robust data set and informed by CEOs and HR leaders at the world's top companies. You'll find everything you need, including:
. Three phases, and 18 action steps, to architecting the change you want to see
. Practical insights and examples from T-Mobile, F5, Microsoft, Ford, 3M, Zumiez, and other cutting-edge companies
. The traits of a healthy corporate culture
. Proven ways of managing your new culture for long-term success
Specific actions include identifying influencers and blockers; measuring, monitoring, and reporting progress; clearly communicating that change is coming; ferreting out skeptics early in the process; providing training on desired behaviors; and making onboarding about relationships, not red tape.
Rely on Culture Renovation to plan, build, and maintain a corporate culture that drives growth and profit now and well into the future.
Kevin Oakes, CEO and co-founder of i4cp, has been a pioneer in the human capital field for the last 25 years, and is an international keynote speaker on culture, talent management, leadership, innovation, diversity, metrics, and strategic learning in organizations. He founded and served as President of SumTotal Systems, one of the largest providers of talent and learning solutions in the world, a company originally founded by Microsoft co-founder Paul Allen.
Acknowledgments
Introduction Renovation Versus Transformation
Chapter 1 Does Culture Predict Performance?
Chapter 2 The Rise of the Unicorns
Chapter 3 Culture Renovation Needs to Start at the Top
A Blueprint to Renovate Culture
Phase One: Plan
Chapter 4 Step #1: Develop and Deploy a
Comprehensive Listening Strategy
Chapter 5 Step #2: Figure Out What to Keep
Chapter 6 Step #3: Set Your Cultural Path
Chapter 7 Step #4: Define the Desired Behaviors
Chapter 8 Step #5: Identify Influencers, Energizers,
and Blockers
Chapter 9 Step #6: Determine How Progress Will
Be Measured, Monitored, and Reported
Phase Two: Build
Chapter 10 Step #7: Clearly Communicate That
Change Is Coming
Chapter 11 Step #8: Ferret Out Skeptics and
Nonbelievers Early
Chapter 12 Step #9: Paint a Vision for the Future
Chapter 13 Step #10: Consciously Collaborate
Chapter 14 Step #11: Establish a Co-creation Mindset
Chapter 15 Step #12: Provide Training on the
Desired Behaviors
Phase Three: Maintain
Chapter 16 Step #13: Make Onboarding About
Relationships Versus Red Tape
Chapter 17 Step #14: Promote Those Who Best
Represent the New
Chapter 18 Step #15: Change Performance
Management Practices
Chapter 19 Step #16: Leverage Employee Affinity Groups
Chapter 20 Step #17: Increase the Focus on Talent Mobility
Chapter 21 Step #18: Don't Underestimate the Value
of External Sentiment
Epilogue Theory Versus Tactics
Notes
Index
| Erscheinungsjahr: | 2021 |
|---|---|
| Fachbereich: | Management |
| Genre: | Wirtschaft |
| Rubrik: | Recht & Wirtschaft |
| Medium: | Buch |
| Seiten: | 352 |
| Inhalt: | Gebunden |
| ISBN-13: | 9781260464368 |
| ISBN-10: | 1260464369 |
| Sprache: | Englisch |
| Einband: | Gebunden |
| Autor: | Oakes, Kevin |
| Hersteller: |
McGraw-Hill Education Ltd
McGraw-Hill Education |
| Maße: | 158 x 231 x 27 mm |
| Von/Mit: | Kevin Oakes |
| Erscheinungsdatum: | 09.02.2021 |
| Gewicht: | 0,58 kg |
Kevin Oakes, CEO and co-founder of i4cp, has been a pioneer in the human capital field for the last 25 years, and is an international keynote speaker on culture, talent management, leadership, innovation, diversity, metrics, and strategic learning in organizations. He founded and served as President of SumTotal Systems, one of the largest providers of talent and learning solutions in the world, a company originally founded by Microsoft co-founder Paul Allen.
Acknowledgments
Introduction Renovation Versus Transformation
Chapter 1 Does Culture Predict Performance?
Chapter 2 The Rise of the Unicorns
Chapter 3 Culture Renovation Needs to Start at the Top
A Blueprint to Renovate Culture
Phase One: Plan
Chapter 4 Step #1: Develop and Deploy a
Comprehensive Listening Strategy
Chapter 5 Step #2: Figure Out What to Keep
Chapter 6 Step #3: Set Your Cultural Path
Chapter 7 Step #4: Define the Desired Behaviors
Chapter 8 Step #5: Identify Influencers, Energizers,
and Blockers
Chapter 9 Step #6: Determine How Progress Will
Be Measured, Monitored, and Reported
Phase Two: Build
Chapter 10 Step #7: Clearly Communicate That
Change Is Coming
Chapter 11 Step #8: Ferret Out Skeptics and
Nonbelievers Early
Chapter 12 Step #9: Paint a Vision for the Future
Chapter 13 Step #10: Consciously Collaborate
Chapter 14 Step #11: Establish a Co-creation Mindset
Chapter 15 Step #12: Provide Training on the
Desired Behaviors
Phase Three: Maintain
Chapter 16 Step #13: Make Onboarding About
Relationships Versus Red Tape
Chapter 17 Step #14: Promote Those Who Best
Represent the New
Chapter 18 Step #15: Change Performance
Management Practices
Chapter 19 Step #16: Leverage Employee Affinity Groups
Chapter 20 Step #17: Increase the Focus on Talent Mobility
Chapter 21 Step #18: Don't Underestimate the Value
of External Sentiment
Epilogue Theory Versus Tactics
Notes
Index
| Erscheinungsjahr: | 2021 |
|---|---|
| Fachbereich: | Management |
| Genre: | Wirtschaft |
| Rubrik: | Recht & Wirtschaft |
| Medium: | Buch |
| Seiten: | 352 |
| Inhalt: | Gebunden |
| ISBN-13: | 9781260464368 |
| ISBN-10: | 1260464369 |
| Sprache: | Englisch |
| Einband: | Gebunden |
| Autor: | Oakes, Kevin |
| Hersteller: |
McGraw-Hill Education Ltd
McGraw-Hill Education |
| Maße: | 158 x 231 x 27 mm |
| Von/Mit: | Kevin Oakes |
| Erscheinungsdatum: | 09.02.2021 |
| Gewicht: | 0,58 kg |
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