CHANGE TALK

Culture. Many pages have been written, many words penned, about this very elusive piece of the business enterprise. Culture is to a business what the persona and soul are to an individual. It defines who it is, how it thinks, what it does, and what are and are not the right ways for it to move into the future.

Everybody wants it, nobody seems to have it: A culture of innovation. But what exactly do we mean when we call for a culture of innovation? After all, how can we create a desired culture, if we don’t know exactly what it looks like?

In a study released by Gilbert and Bower, the authors extrapolate that when companies face major disruptions in their markets, the way their managers perceive that disruption influences a company’s response profoundly.

An African proverb suggests: If you want a different dance, change the music. In other words: To see different moves and different actions, find the factors that drive the behavior and alter them.

 

Companies and organizations have many reasons for implementing change or pursuing new innovation strategies. Some change and innovation strategies aim to make a difference in our society, others to help the company remain resilient and yet others to strive for mere survival.

Companies shape our world much more than we are aware of. Here are some of the changes big and not so big companies, institutions and organizations introduced in May.

 

When launching a new product, seeing a change process through, or simply trying to achieve a new goal, where the rubber hits the road is whether you can inspire new behavior in yourself and others – or not.

 

Companies shape our world much more than we are aware of. Here are some news from the industry that feature moves some big and not so big players have made in April across industries to make a difference! The really good news is: Change happens!

We live in times where one technical invention pushes the next one off the market faster than many of us can keep up with. Products come and go but what makes one succeed and the other disappear?

 

When we read about organizational change, it is oftentimes discussed as if change was that one thing that is easy to define, and – given the right people and methods – reasonably easy to master.