Organizational Culture Change Strategy – 5 Pillars – Arthur Carmazzi

hi Arthur F karma Z and welcome to the most asked organizational change questions today's question is what are the fundamental components of culture change well in the directive communication psychology revolution process we have what we call the five pillars of transformation the first pillar is the creation of a greater purpose the in order to get commitment from your people they absolutely must have something that is bigger than themselves now in our case based on our research we find that everybody regardless of culture regardless of country regardless of age regardless of Education more or less wants the same stuff okay and that is they want to be able to deal with people in a good team or type of situation and they want to be able to support each other and feel supported and care for each other and they basically want to have some fun at work and they want to have clarity about what they need to do in order to be successful and be able to feel like they actually can achieve it now when you take all that and you kind of put it into the possibility of creating an ideal working environment and you give people the tools in order to achieve that well then people think wow you know maybe maybe it's possible and they will definitely have some doubts but that greater purpose is the creation of an ideal working environment that supports their specific success within the organization and the success of everybody around them pillar number two it must have a methodology that makes that possible see the whole idea of a ideal working environment is great but people just don't believe it so that's why you have to have the methodology of why it works so we use of course directive communication psychology you can use piercing gaze fifth discipline learning organization stuff too we like that that's great stuff ok and when you have this methodology you also have the language that goes with it see people have difficulty communicating especially when it comes to how they feel or what they're thinking so by having a means of communicating that doesn't involve bad feelings or maybe you know getting people to think that oh you're weak or all these different kind of emotional things that get in the way of communication then what happens is if you can create a communication process that's fun by using certain words and certain grenades and things well then people start to kind of use this stuff and are able to communicate more effectively which basically reinforces the methodology of what they're using in order to achieve this greater purpose and then fine well the fourth pillar or pillar is that they must have a unified identity see everybody wants to belong to a club and if you don't belong to the right club within the organization you might not get the benefits and this basically goes back to peer pressure so if you are part of a club that actually is interested in creating a better working environment not just for yourself but for everybody around you and you're not ego centric and you're really trying to make a difference and try to helping people and yourself to create this rural environment where they can have fun and get their objectives done and actually work together all this stuff all these great things well the people who are not in that Club well they become the enemy and what happens is that in history you'll notice that people and Oregon and countries that were fighting against each other would come together to fight a common enemy definitely makes an impact so the unified identity helps to put people together and of course that identity should have a name and what their club represents and the fifth pillar is the supportive environment see when you have people communicating and you have people in this club and those people are applying this methodology to create this greater purpose what ends up happening is that sometimes people don't really live up to their own expectations and own standards that they have set for themselves and it's not their fault it's just that people get busy and then you know things happen so the fifth pillar is the creation of a supportive environment and that environment is literally helping people to live up to their own expectations and standards that they have set for themselves and we as human beings we want to do that I mean from every aspect of our life for example there are people who go on diets and sometimes these people fail not because they don't have the right strategy but because the environment affects them and there's not enough people to support the standards that they have set for themselves and which basically means sticking to that diet well it's the same thing when we have a certain ambition to be a certain level to have a certain amount of discipline to take action on certain things to make Sur times of decisions that maybe we don't do because of the environment that if we have a supportive environment people around us that recognize what we want about ourselves and help us to do that by basically keeping helping us keep ourselves in check well then we have created a situation where the people themselves are going to be more active in creating this ideal working environment with these five pillars in actions and this is not theory we have proven it in our culture change programs you will create organizational changes this is our threat for Mazda machines great success

15 thoughts on “Organizational Culture Change Strategy – 5 Pillars – Arthur Carmazzi

  1. Hi All, Arthur Carmazzi here. Here is the Remade video (without music) on Organizational Culture Change

  2. Maybe the music is just to upbeat the mood guys c'mon let's focus on what he shared with us. I like how Mr. Arthur Carmazzi explained the 5 pillars of Organizational Culture Change Strategy, it's very clear. Thanks, Arthur Carmazzi! Truly worth a share!

  3. Great video, anyone moaning probably wanted to just copy and past it into their presentation. Make your own videos, sulkers

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