There was a time when the drive, need and even ability to innovate was left to tech-centric entities like Google, Apple and Amazon. Those days are long gone. Now innovation has become a survival factor for most, if not all, businesses regardless of type or background.
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Deloitte's Human Capital Trends 2017 report identified "Organization of the Future" as its leading trend. The report went on to note a big shift in the way employees engage with each other, from hierarchies to networks. This social theme was reinforced in the company's 2018 report, which highlighted the
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A good friend of mine always used to say, “business would be a lot easier without people getting involved.” It always provoked a smile from whoever heard it, because while it’s a ridiculous premise, it holds that kernel of truth we can all recognize.
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The tech industry understands that change is the only constant. Companies fail if they do not adapt, evolve and innovate. Unfortunately, sometimes even well-meaning companies, companies that do have vision, fail to evolve rapidly enough to maintain a competitive edge.
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Some people use the terms "process culture" and "organizational culture" interchangeably. More accurately, process culture refers to an aspect of organizational culture that supports the ongoing creation, management and improvement of efficient and effective business processes.
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For the last several years, practitioners and consultants have been talking about culture as it relates to risk, compliance and ethics. Two new pieces reinforce my view that culture is not just about risk, compliance, and ethics. There are many, many dimensions and sometimes they may actually conflict.
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A winning culture is still too often seen as a ‘nice-to-have’ corporate asset, yet in its 2016 Global Human Capital Trends report, 86 percent of survey participants told Deloitte culture was an important or very important issue.
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A company’s culture is as great a story to tell as any product narrative the marketing department can create. Customer experience (CX) doesn’t start with the product after all, it begins with the first interactions people have with a company, which typically take place long before they buy anything.
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There is no one “right” company culture. Different cultures work for different organizations, but one thing is consistent: As an organization grows and evolves, so should its culture. It’s like your relationship with a friend you’ve had since childhood.
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There is no one “right” company culture. Different cultures work for different organizations, but one thing is consistent: As an organization grows and evolves, so should its culture. It’s like your relationship with a friend you’ve had since childhood.
Continue reading...