Understanding and embracing the organizational culture of a company you are joining is one of the crucial keys is to being able to “win” your leadership transition Use this checklist to find out how things really work in the organizations you are joining.
How do you get support for critical initiatives – is it more important to have the support of a patron within the leadership team, or affirmation from your peers and direct subordinates that your idea is a good one?
Are the meetings full of dialogue about difficult issues, or are they simply forums for publicly ratifying agreements that have been reached in private?
When it comes time to get things done, what matters more: a thorough understanding of the processes or knowing the right people?
Can people talk openly about difficult issues without fear of retaliation? Or do they avoid conflict or, worse, move it to lower levels where it can wreak havoc?
Does the company promote the stars, rewarding those who visibly and vocally drive business initiatives? Or does it encourage team players, rewarding those who lead with authority but quietly and collaboratively?
Ends versus means.
Are there constraints on how to achieve results? Does the organization have a well-defined and communicated set of values that are reinforced by positive and negative incentives?
Piramide Culture: Visible vs Invisible Elements
Creating a map of an organization’s culture is easy when its elements are visible. But in many instances many of the elements are invisible and taken for granted are obvious when they are not.
If you identify a component of the culture that is invisible, but is important to you as a leader, you can work on incorporating into your organizational structure and daily work the necessary actions to make this component visible.