I was sitting in the office of the President of the North American Business Unit of one of the most successful chemical companies in the world. We were discussing business strategy and the needs he sees for his team and business as we develop a new business acumen learning solution that incorporates a hands-on business simulation.
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Admit it. We have all been there and we have all done it. The former business leader has either been promoted to a new job or has left the company and a new leader has been announced and is ready to come in and take over with a “fresh” perspective. Within minutes of the announcement, the rumors fly and soon after that the “Tornado of Blame” starts to build energy. The Tornado of Blame is what happens when people start to blame everything that is wrong with the company on the former leader.
Chief Human Resources Officers, Chief Learning Officers, and Talent Development Professionals all hope that their hard work and billions of dollars of investments in talent development initiatives will one day have a pay-off by providing participants with the skills and tools they need to make better business decisions.
It seems like every hour our inboxes are alerted to the latest blog, article, white paper, or video about the newest and hottest trend in executing strategy. These updates usually set the stage for their perspective with some great and profound quote from a renowned expert…
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Organizational culture is an interesting thing. There are an infinite number of definitions, papers, books, articles, and blogs about the topic because as Peter Drucker once said, "Culture eats strategy for breakfast."
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