Recently, I participated in the User’s Forum presented by Human Synergistics International (HS), a global firm dedicated to “Changing the World, One Organization at a Time.” During the forum, several practitioners of HS tools presented cases in which they used the various Culture, Impact and Styles tools, and reported out on the results. The cases and ensuing discussions allowed other practitioners insight into the various uses for the tools, and reaffirmed the success of these tools as part of a comprehensive Leadership Development and/or Organizational Effectiveness project.
One case study showed how a healthcare company implemented the Organizational Culture Inventory (OCI) tool and combined it with an existing tool measuring employee satisfaction. Starting in 1999 and continuing through today, this company has demonstrated continuous improvement in moving their culture to be more constructive. As the culture became more constructive, those receiving services experienced improvements in the interactions with staff, and the company reported more positive results in its employee satisfaction survey.
Another consultant reviewed his work with a European energy company that had some issues in 2007, resulting in unwanted attention from its home government and international regulatory agencies. Prior to the work of the consulting company, this particular facility was listed in the bottom quartile of the ranking of similar facilities worldwide. After three years of working on culture and leadership impact, the energy facility improved its process, and moved into the top quartile ranking. It was very impressive to see proof of the impact of the OCI tool used in a highly technical and highly regulated industry.
A very moving story of personal growth was provided by a woman who had found herself facing disciplinary action, and through some internal training, was able to participate in the LifeStyles Inventory (LSI). She saw herself as someone with a good heart who was angry about having been passed over for promotion to a lead position. The LSI self-assessment showed her how aggressive her thinking and behaving had been. It was not an easy task to admit these flaws, but her manager saw potential, and she was willing to do the work necessary to change. Through coaching and subsequent LSI evaluations, she saw her own thinking style change – resulting in more positive behaviors. When she was able to participate in a survey that included the assessment by others, she could add their perception of her behavior to her personal growth plan. She noted that in addition to the improvements she has seen in her professional life, she was also able to reconnect with her estranged adult daughter – a great accomplishment and a welcome opportunity to show the love and respect that she had been unable to share when relying on her aggressive/defensive style.
Change is hard. Personal change takes commitment to the work, and we all know that it helps to have someone with whom to share the journey. Organizational change is even slower than personal change, but these cases have proved that it can, and does, happen. Having someone to work with the executive team and share their commitment to excellence makes the journey more achievable than walking the road alone.
حساب مقطع الكابل الكهربائي المناسب
يسعدنا زيارتكم صفحاتنا على مواقع التواصل الاجتماعي حيث نقوم بنشر عروض حصرية على موقعنا الالكتروني.
صفحتنا علي الفيسبوك هنا.
حسابنا على تويتر هنا.
