What is the first thing that comes to your head when you hear people use the term ‘corporate culture’? Most people describe it basically as the way ‘things get done around here’. This is not exactly far from the truth. But there is a whole lot more that goes towards influencing or determining behaviour in the workplace. In other words, this definition barely scratches the surface.
Corporate culture becomes a focal point for attention during organizational transition periods. It becomes apparent during takeovers, mergers or alliances. It becomes crucial during period for organizations to embark on training initiatives to redefine their strategies and chart new courses of change.
It is a period where pre-existing culture becomes irrelevant and an impediment to progress. It becomes imperative to fashion out procedures that would boost morale and ward off cultural conflict. It is important to find a means of aligning training initiatives with organizational thrusts for success and increased output. If you do not do this, then corporate harmony would remain elusive.
Sustainability for the future is built on training programs that tilt towards leadership and talent. These programs harp on the diversity of strength but still find a local means of pooling resources together that meet urgent needs without fulfilling unnecessary protocol. This starts from the board or management team that ensures it trickles down to the people that work under them. They are the ones that will encourage training and provide the required drive or support.
A lack of alignment with the management and the rest of the workforce is the reason why businesses do not make needed impact. It is in this vein that it is safe to assert that alignment from the leadership to the initiative team and spreading it down to the organization is critical to success.
The intent must be established and understood before training can follow. If this is not done, teams would be unable to come under one cause and move forward. Once an agreement is reached these teams must find a means to make the strategy work via effective training. This is what commits them to the cause and ensures that they dedicate their energy towards its success.
Strategy is the heartbeat of any business. If you do not strategize properly, your training initiatives would suffer. It does not matter how ingenious it might be or how much time it took to ponder over it. So when next you come up with a strategy and want to come up with training sessions that can drum It into the mind’s eye of your workforce, make certain that it meets organization objectives. In addition, make sure it is people-friendly and readily adapts to change and rewards learning as a mandatory ingredient for expansion.
For more articles on training and development by Ravinder Tulsiani, please visit: http://www.training-edge.ca