{"id":518,"date":"2011-02-11T14:06:45","date_gmt":"2011-02-11T14:06:45","guid":{"rendered":"http:\/\/www.artstrategies.org\/tools\/readinglist\/?p=518"},"modified":"2011-02-11T14:06:45","modified_gmt":"2011-02-11T14:06:45","slug":"stop-blaming-your-culture","status":"publish","type":"post","link":"https:\/\/www.artsjournal.com\/fieldnotes\/2011\/02\/stop-blaming-your-culture\/","title":{"rendered":"Stop Blaming Your Culture"},"content":{"rendered":"<p>An article of interest on an-oft used whipping boy for failed change efforts. The authors argue one is most likely to succeed using an organization&#8217;s existing culture to help change behaviors in the shorter-term. These behaviors can in turn change the culture in the longer run.<\/p>\n<p><em>When a new leader\u2019s strategy puts the culture of a company at risk, the  culture will trump the strategy, almost every time. There are good  reasons for this. Every company\u2019s identity \u2014 the body of capabilities  and practices that distinguish it and make it effective \u2014 is grounded in  the way people think and behave. Deeply embedded cultural influences  tend to persist; they change far more slowly than marketplace factors,  and cause significant morale problems when not addressed effectively.  When your strategy and culture clash visibly, more likely than not, the  culture is trying to tell you something about your own leadership  philosophy.<\/em><\/p>\n<p>From Strategy + Business.<\/p>\n<p>Note: registration is required, but free. <a href=\"http:\/\/www.strategy-business.com\/article\/11108?pg=all\">Stop Blaming Your Culture<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>An article of interest on an-oft used whipping boy for failed change efforts. The authors argue one is most likely to succeed using an organization&#8217;s existing culture to help change behaviors in the shorter-term. These behaviors can in turn change the culture in the longer run. When a new leader\u2019s strategy puts the culture of [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[136],"tags":[180,78,188,381],"coauthors":[34],"class_list":{"0":"post-518","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-reading-list","7":"tag-change","8":"tag-culture-2","9":"tag-management","10":"tag-organization","11":"entry"},"_links":{"self":[{"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/posts\/518","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/comments?post=518"}],"version-history":[{"count":0,"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/posts\/518\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/media?parent=518"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/categories?post=518"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/tags?post=518"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.artsjournal.com\/fieldnotes\/wp-json\/wp\/v2\/coauthors?post=518"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}