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- Herausgeber: Business Book Summaries
- Kategorie: Bildung
- Sprache: Englisch
The must-read summary of Roger Connors and Tom Smith’s book: “Change the Culture, Change the Game: The Breakthrough Strategy for Energizing Your Organization and Creating Accountability for Results”.
This complete summary of the ideas from Roger Conners and Tom Smith’s book “Change the Culture, Change the Game” explains that culture is at the heart of every organisation. According to the authors, if you want to change your results, you must start by changing your culture. By creating a ‘Culture of Accountability’, you will create an organisation that is filled with people who can produce game-changing results. By following their advice, you will discover the key to changing your company culture for guaranteed results.
Added-value of this summary:
• Save time
• Understand the key concepts
• Expand your business knowledge
To learn more, read “Change the Culture, Change the Game” and find out how you can gain a competitive advantage by changing the culture at the heart of your company.
Das E-Book können Sie in Legimi-Apps oder einer beliebigen App lesen, die das folgende Format unterstützen:
Seitenzahl: 29
Veröffentlichungsjahr: 2014
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Book Presentation: Change The Culture, Change The Game by Roger Connors and Tom Smith
Book Abstract
About the Author
Important Note About This Ebook
Summary of Change The Culture, Change The Game (Roger Connors and Tom Smith)
Book Presentation: Change The Culture, Change The Game by Roger Connors and Tom Smith
Book Abstract
MAIN IDEA
For every organization, culture – the way your people think and act – produces results. If you want to change your results, the only realistic and sustainable way to achieve that is by first changing your culture. Generate a Culture of Accountability and you will automatically create an organization which is filled with people, who can and will produce genuine game-changing results.
So how do you create a Culture of Accountability? This is done by using the Results Pyramid to change your culture. In practical terms, the Results Pyramid states the results you achieve are the direct consequences of your people’s experiences, beliefs and actions.
Experiences foster beliefs, beliefs influence actions, and actions produce results.
To change your results, you first have to change your culture – that is, you have to change the experiences, beliefs and actions of your people.
About the Author
ROGER CONNORS and TOM SMITH are the principals and founders of Partners in Leadership, Inc., a leadership training and management consulting company. They are the coauthors of The Oz Principle, How Did That Happen? and Journey to the Emerald City. Both authors have been featured in numerous TV broadcasts and have jointly led major consulting projects in different countries. Roger Connors is a graduate of Brigham Young University. Tom Connors is a graduate of the University of California, Irvine and Brigham Young University.
The Web site for this book is atwww.ChangetheCultureChangetheGame.com.
Important Note About This Ebook
This is a summary and not a critique or a review of the book. It does not offer judgment or opinion on the content of the book. This summary may not be organized chapter-wise but is an overview of the main ideas, viewpoints and arguments from the book as a whole. This means that the organization of this summary is not a representation of the book.
Summary of Change The Culture, Change The Game (Roger Connors and Tom Smith)
1. Four key ideas
The four key ideas which hold true in any attempt to create a sustainable competitive advantage by bringing about a change in the culture of the organization are:
Leaders must create the requisite cultureCulture generates the results, not vice versaA Culture of Accountability is most effectiveThe Results Pyramid will accelerate transition1. Leaders must create the requisite culture
Every company has a culture which has come about by chance or by deliberate design. Either you as a leader manage your culture proactively or it will manage you without any further input. To get the results you want your organization to achieve in the future, you have to change the way people think and act – in other words, you need to be proactive about creating a culture which will generate those thoughts and actions.
Culture is never a one-time event. Nor is it something you can delegate to a “Chief Cultural Officer.” Rather, it’s something you have to work at all the time and it is your responsibility to instill the right culture inside your organization. You have to ask:
Will our existing culture produce and generate the results we’ve promised to deliver in the future?
