Here is the first video of the train the trainer series using Directive Communication Psychology to affect participant engagement. This first part of 5 videos deals with the idea that associating emotion with training content will improve training engagement plus retention and implementation of training materials. Please let me know your questions so i can [...]
We have Seen how organizational culture impacts performance, now we talk about the DC Organizational Culture Change Model. This video explains how the DC model can change organizational culture in less than 80 days and shows the requirements to make it happen. Drawing on the previous videos on organizational change, we compile the full process of changing culture [...]
Arthur Carmazzi, the Principal Founder of Directive Communication Psychology had been working as a Managing Director of an American consulting company in the late 1990’s. This organization dealt with creating franchises for multinationals in order to expand distribution of their products with higher margins and every project he was responsible for was successful. Unfortunately, this [...]
The psychological key to organizational change is that people want to be successful in their jobs… yes, even those “lazy” people. But a person’s desire to be successful in their job is often diluted by the environment. I always considered myself a hardworking person who puts a 100% into his job, yet, long ago when [...]
Part 2 of how to change an Organizational Culture in 80 Days By: Arthur Carmazzi Changing organizational culture can have a profound impact on effectiveness, motivation and alignment of personal goals and organizational objectives, but there can be negative effects if you do not understand your current organizational culture before you start. The first step [...]
Part 1 of how to change an Organizational Culture in 80 Days By: Arthur Carmazzi Traditionally the concept of changing an organizational culture has been long and tedious, and for over 70% of organizations who have tried… unsuccessful (according to a 2006 Gallup study). The primary reason for failure is lack of follow through, most [...]
Continued from Part 3
TepTep sighed, if he is truly to fulfil his dream to become the type of leader who can build long lasting institutions (or pyramids), his journey must extend far beyond what he has learned and even what he believes to be true. He must break old habits and be prepared to accept that his reality may need to be redefined….
Please continue to help me write my new book, this is Part 3. You are welcome to look at and contribute to the previous posts. And special thanks to Earl Wallace, who I did not have an opportunity to thank for his brilliant contribution in Part 2
Also, please see the web pages Organizational Culture Change at: http://directivecommunication.com/corporate_culture_organisational_development.php
Leadership Lessons from the Great Pyramids Cultivating masses of motivated people to build Lasting organizations ————————————————————————————————- Evidence uncovered by Faunal experts Redding and Lehner prove it… “It was not the slaves that built the pyramids. It was gangs of motivated, dedicated and well organized individuals who had a purpose…” This is the semi-historical saga [...]