Dear Friends,
Matter of Mindset
When it comes to organizational culture, it really becomes difficult to define and explain. It is complicated, generally misunderstood, and hard to change. There are a lot of writings on building the culture of the organization and moving on to excellence. Words cannot weave excellence. It is something like fragrance. You can feel it. Its presence in the environment of the organization can be felt through demonstrative passion, attitude, and mindset of employees while discharging their functions. Excellence is something more than perfection. Stakeholders, be it internal or external, get delighted when entering the zone of the organization having a culture of excellence.
It is a myth that talent alone can bring excellence in the culture of the organization. Talent also brings hidden arrogance. It is not necessary that talent is always embedded with the mindset to excel. It is the desire to excel in a person that makes him perform with excellence. It is something like someone being a smoking addict and having to stop and leave smoking.
The reason efforts to bring excellence in organizational culture fail many times is because very few leaders of organizations purposely work on developing a culture of excellence. They just kind of let it happen. You cannot hand off this sensitive matter to anyone. Making the changes that lead to excellence is not an overnight pursuit - it is cumbersome, psychologically tough, and a long process that is often like redefining the DNA of the organization.
It is a mistake to think that attractive workplaces, gala weekend parties, and get-togethers, outbound adventure training in the name of team building and motivation create a workplace culture of excellence. None of these initiatives work if there is an element of disrespect, mistrust, and achieving results by bulldozing human dignity. What people prefer who have the desire to excel in the workplace is authenticity, trust, transparency in dealings, and commitment to employees' growth and well-being along with the organization's prosperity.
HR can contribute in this direction by recruiting people having a preference for mindset, passion, and the desire to excel along with talent. Managers at all levels who are only functional experts in their domain should also be developed as organization development experts. It will make it easier for business leaders and HR to get the culture of excellence accepted at the root level.
The June 2018 Cover story of this month is about knowing more tools that help in creating, developing, and sustaining the culture of excellence in the workplace, which is highly driven by digital technology and millennials. Top-notch industry experts and management thinkers are here to unwind the secrets of bringing excellence to the organization.
Regards,
Anil Kaushik, Business Manager - HR Magazine B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India Mob.: 09785585134, 07665913854 Whatsapp No.: 7665913854 www.businessmanager.in
From India, Delhi
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182Matter of Mindset
When it comes to organizational culture, it really becomes difficult to define and explain. It is complicated, generally misunderstood, and hard to change. There are a lot of writings on building the culture of the organization and moving on to excellence. Words cannot weave excellence. It is something like fragrance. You can feel it. Its presence in the environment of the organization can be felt through demonstrative passion, attitude, and mindset of employees while discharging their functions. Excellence is something more than perfection. Stakeholders, be it internal or external, get delighted when entering the zone of the organization having a culture of excellence.
It is a myth that talent alone can bring excellence in the culture of the organization. Talent also brings hidden arrogance. It is not necessary that talent is always embedded with the mindset to excel. It is the desire to excel in a person that makes him perform with excellence. It is something like someone being a smoking addict and having to stop and leave smoking.
The reason efforts to bring excellence in organizational culture fail many times is because very few leaders of organizations purposely work on developing a culture of excellence. They just kind of let it happen. You cannot hand off this sensitive matter to anyone. Making the changes that lead to excellence is not an overnight pursuit - it is cumbersome, psychologically tough, and a long process that is often like redefining the DNA of the organization.
It is a mistake to think that attractive workplaces, gala weekend parties, and get-togethers, outbound adventure training in the name of team building and motivation create a workplace culture of excellence. None of these initiatives work if there is an element of disrespect, mistrust, and achieving results by bulldozing human dignity. What people prefer who have the desire to excel in the workplace is authenticity, trust, transparency in dealings, and commitment to employees' growth and well-being along with the organization's prosperity.
HR can contribute in this direction by recruiting people having a preference for mindset, passion, and the desire to excel along with talent. Managers at all levels who are only functional experts in their domain should also be developed as organization development experts. It will make it easier for business leaders and HR to get the culture of excellence accepted at the root level.
The June 2018 Cover story of this month is about knowing more tools that help in creating, developing, and sustaining the culture of excellence in the workplace, which is highly driven by digital technology and millennials. Top-notch industry experts and management thinkers are here to unwind the secrets of bringing excellence to the organization.
Regards,
Anil Kaushik, Business Manager - HR Magazine B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India Mob.: 09785585134, 07665913854 Whatsapp No.: 7665913854 www.businessmanager.in
From India, Delhi
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