Source: https://www.linkedin.com/feed/update/urn%3Ali%3Ashare%3A6612757603023937536
#DigitalInnovation #Culture #SocialInfluence #Motivation #Commitment #ACM #IEEE: https://lnkd.in/gWTiiXQ .
Intel Corporation #ExpertPaper on #Organizational #Culture #Change in #DigitalTransformation: https://lnkd.in/dcgbRtR .
For organizations seeking to become more adaptive and innovative, culture change is often the most challenging part of the transformation.
We often think of movements as starting with a call to action. But movement research suggests that they actually start with emotion — a diffuse dissatisfaction with the status quo and a broad sense that the current institutions and power structures of the society will not address the problem….
In terms of organizational culture change, simply explaining the need for change won’t cut it. Creating a sense of urgency is helpful, but can be short-lived. To harness people’s full, lasting commitment, they must feel a deep desire, and even responsibility, to change. A leader can do this by framing change within the organization’s purpose — the “why we exist” question. A good organizational purpose calls for the pursuit of greatness in service of others. It asks employees to be driven by more than personal gain. It gives meaning to work, conjures individual emotion, and incites collective action.
