Implementing a Vision
CEO, Martin Thomas decided he needed to change the culture of his organization, and implemented a program called FISH! Philosophy in attempt to change the culture. Although his intentions were headed down the right path, his implementation of the change was made in the incorrect manner.
Recently, I attended a three day management training course in which we learned the importance of the correct culture of an organization, but also the importance of a vision and mission of the organization as well, which in turn molds the culture. The first step in this cultural change is to establish a clear vision of where one wants the organization to go (Denning, 2011), this is something Thomas was not clear about.
I have created …show more content…
Together they should come up with their own department vision, but also their individual vision of themselves, why they are here and what are they looking to achieve in their department. This should take approximately 1 week at the most, some will be faster than others, but sufficient time should be allowed. After the personal visions are created by the department heads, they should discuss them as a group, putting all their ideas together to create one vision for the entire company, as leaders. Where exactly they want the company to go and how will they accomplish …show more content…
Utilizing this time table and working on an individual level will allow for the success Thomas is looking for. His approach of just giving the book to his staff and never following up, resulted in the failure he was experiencing. How could someone change if they didn’t know why they were changing or how to change? For any message to be transmitted successfully, it needs to be consistent (Balta, 2016), which needs to start with Thomas, and be passed on to his managers then their direct
CEO, Martin Thomas decided he needed to change the culture of his organization, and implemented a program called FISH! Philosophy in attempt to change the culture. Although his intentions were headed down the right path, his implementation of the change was made in the incorrect manner.
Recently, I attended a three day management training course in which we learned the importance of the correct culture of an organization, but also the importance of a vision and mission of the organization as well, which in turn molds the culture. The first step in this cultural change is to establish a clear vision of where one wants the organization to go (Denning, 2011), this is something Thomas was not clear about.
I have created …show more content…
Together they should come up with their own department vision, but also their individual vision of themselves, why they are here and what are they looking to achieve in their department. This should take approximately 1 week at the most, some will be faster than others, but sufficient time should be allowed. After the personal visions are created by the department heads, they should discuss them as a group, putting all their ideas together to create one vision for the entire company, as leaders. Where exactly they want the company to go and how will they accomplish …show more content…
Utilizing this time table and working on an individual level will allow for the success Thomas is looking for. His approach of just giving the book to his staff and never following up, resulted in the failure he was experiencing. How could someone change if they didn’t know why they were changing or how to change? For any message to be transmitted successfully, it needs to be consistent (Balta, 2016), which needs to start with Thomas, and be passed on to his managers then their direct