The best practice is great for the organization and the context for which it was originally designed but when applying the same best practice elsewhere does not bring the same outcome, and usually the results are below expectations, and emergencies might pop up in many cases. Companies became aware of the difference between applying someone else’s best practice and getting a limited improvement, and applying their own best practice that makes a dramatic change.
The organizational culture is the collective and accumulated understanding and feelings of the company employees towards everything in the context. The code of the organizational culture is built as a system through the history of the organization, this history was made of stories, actions, and responses in different situations, until it became the systematic response of the typical employee in the company. The organizational culture is unique because each organization’s history is unique. This understanding estimates the employees’ perceived value of the company decisions, products, services, procedures, and other elements in the context.
As if in the game as if in life! Leadership is the ability to activate others! The good coach should have a good experience in the game. Having a similar experience empowers the ability to ask good questions, to get relevant answers from the participant, and to maximize understanding the participant’s concept, motives, behavior, and performance.
The organizational culture is an analysis of the current reality as a starting point to identify the desired future and approach sustainability.
The company culture is the systematic construct of the group clarity and ownership of understanding of the different components of the context in which the company is operating, and accordingly this group understanding develops certain motivational factors that work only in this workplace to direct the individual behavior within the group. The company culture is the result of different stories and practices that took place.
M4Levels Personal Assessment is designed to guide executives and managers seeking effective development. It works by applying a simplified personal-construct model that is easy to understand and realistic to apply.
The aim of this assessment is to identify the most important components of performance that could be developed. Once the developmental focus points are identified, the participant can expedite performance improvement. This may entail rescripting critical definitions, acquiring greater ownership of interpreting daily events and results, and improving the selection of key performance indicators.
We help our clients get the right leaders on board. The right leaders are the leaders who easily fit in the new culture on one side, and bring their unique value added as their unique contribution on the other side.
