The error in the system
How to correct this to your advantage.
Analytical. Traditionally, organizations are run like this: performance is measured through target achievement. Success is packed in metrics and sales figures that leaders study and try to control. This is not managing performance, this is managing compliance. The motivation for employees is a good salary when they achieve their KPIs. Errors lead to termination. This is leading through fear. The results of such a system is subject to media frenzy and Congressional Hearings.
Progressive. All of this can be changed. Let us help you to take this rigid system apart, re-arrange it and rebuild it. Like a Lego house, we disassemble it into the individual pebbles, consider where they fit best and build a new house. A building of good thoughts. A bulwark, stable enough for the disruptions of today. The only solution that makes a difference is a new organization design, one that works from the inside out and stands for sustainable success on economic, social and ethical levels.
Changeable. It's time to think differently. Stop blindly following targets. Stop repeating always the same leadership mistakes. Stop looking for conventional, simplistic solutions. Routinely challenge the 'status quo.' We see every day where the bottom line compulsion leads company leaders. You really have to start somewhere else. Not with the numbers. But with the culture.
Systematic. Organizations are systems. A well known fact. But that means, the laws of system theory have to be applied. System structure has three vectors: direction, hallmarks, and shared implicit values. In short, guidelines engraved like hallmarks in the DNA of the system. Many leaders sense that something has to change. But very few of them know what and how. A cultural transformation needs courage, solid know-how, and considerable change management competencies.
Insightful. If you do not control your corporate culture, if you do not manage it, you get the one you deserve. And that is correct. The culture you have by default is rarely the one you would like to have nor even the one you believe you have. In a system, behavior and performance are determined by the structure. Culture is structure. And you can change that.
TWC knows how it works, we know how systems work. We know the difficulties and know what a culture transformation needs: strong political will, commitment, patience and substantial know-how.
If you want to find out how your company would perform in a system capability assessment, just press the button:
Live values, understand social requirements, and create ethical concepts - these are building blocks for sustainable success