{"id":3337,"date":"2010-06-25T16:33:32","date_gmt":"2010-06-25T20:33:32","guid":{"rendered":"\/news_blogs\/john\/?p=3337"},"modified":"2024-11-27T13:38:39","modified_gmt":"2024-11-27T18:38:39","slug":"leaderships-responsibility-for-organizational-culture","status":"publish","type":"post","link":"https:\/\/www.cccc.org\/news_blogs\/john\/2010\/06\/25\/leaderships-responsibility-for-organizational-culture\/","title":{"rendered":"Leadership’s Responsibility for Organizational Culture"},"content":{"rendered":"\n

Can organizational cultures be changed? Or, as Mark Petersen tweeted recently, “Shd they just die and start over?” John McAuley responded to Mark saying, “It is possible\u2014made easier by crisis or change in leadership.” This begs the question, “Is it possible for an incumbent<\/em> leader to change the culture of an organization without a crisis?”<\/p>\n\n\n\n

Inability to Change Culture Is a Leadership Failure<\/h2>\n\n\n\n

Let me be blunt. I fully agree with John that unfortunately a crisis or new leader is usually what it takes to get culture change, but I think the fact that this is true is a strong indictment of the leadership that was in place prior to the culture change.<\/p>\n\n\n\n

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It is a leadership failure of the highest magnitude to miss seeing the need for culture change and\/or to be unable to lead a team through that change!<\/strong><\/em><\/p>\n<\/blockquote>\n\n\n\n

Such tragic leadership blunders have undoubtedly caused the premature deaths of some worthy ministries. If we expect leaders to be visionary change agents when it comes to fulfilling the ministry’s mission, why should we expect anything less when it comes to designing the organization which is the vehicle for fullfilling the mission?<\/p>\n\n\n\n