文档介绍：Trust Building: Methods of Strategic Culture Change 信任的建立: 战略文化改变的方法
Mark Pixley 潘士礼
General Manager 总经理
Leadership Inc
利德顺管理顾问有限公司
LEADERSHIP INC
Trust anizations 组织机构中的信任
As anization develops, trust es a measure of the strength and sustainability of anization.
当组织机构往前发展时,信任成为组织机构是否具底蕴及持续发展力的考量
Building trust is a challenge as it requires anizational and individual changes
信任的建立颇具挑战,因为它需要组织机构和个人二者同时进行改变
These changes will result in a new corporate culture
这些变化最终将带入新的企业文化
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Changing Nature anizations 组织机构的变化本质
Hierarchical
等级分明
Networked
扁平化后
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Cycle of Trust
信任的循环
Cycle of Distrust
不信任的循环
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Matching Challenge with Capabilities 用能力迎接挑战
Challenge挑
战
Capability
能力
Boredom
厌倦
Stress
压力
Development
发展
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Positive Expectancy 积极的期望
Attitudes have a direct impact on the results of anization
结果如何态度是根本
Trust anizations involve a belief about anization and the individuals within anization.
对组织机构本身及对机构内个人的信任是以信任为基础的组织机构的基石
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The Role of HR 人力资源部的作用
Change Agents (Facilitating the change process)
改变的代言人(引导改变的过程)
Guides (Helping find out what is possible and how to do it)
指导(帮助找出什么是可能的、怎样去做)
Resource Providers (Providing access to support and training as needed)
资源的提供者(为所需支持和培训提供协助)
Nurturers (Provide necessary support and understanding)哺育者(提供必要的支持和理解)
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Key Aspects of a Trust anization 以信任为基础组织机构的主要表现
Sharing municating goals (where those goals are developed by those responsible for implementing)
对欲达成的目标及时进行沟通和交流(由执行责任人负责制定目标)
Creating a learning environment (with freedom to discuss and make mistakes
营造学习交流的环境(有讨论的自由,允许犯错误)
Developing self-directed work teams (which utilize the capabilities of its members)
应用自主工作小组(旨在发挥小组成员的能力)
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Sharing municating Goals 对欲达成目标的沟通和交流
Strategy 策略
Goals 目标
Action Plans 行动计划
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Goal Planning Process 目标的规划过程
A strategy has to be constructed and owned by those who will execute it
策略的制定需由执行者构建并拥有