Change Management and Corporate Culture Change Case Study - Emirates

The Organizational Change Result

The end result was that the people felt totally empowered, they felt like they were part owners in the organisation and personally benefited from its success. 7 months later employees were still volunteering for extra duties (without pay) and were still confidently and passionately working as a unified culture they embraced.

A successful participant will be able to:

Have a burning desire to create a better, more successful working environment and Involve others at all levels of the organization to be more cooperative and passionate to create it

Enhance organizational culture with better communication and personal alignment to a greater vision and show self leadership to manifest personal and organizational success

Cultivate an environment to inspire and support a Leadership Enriched Culture

Have a better understanding of how to create positive change in the environment by making small changes in behaviour that will show immediate results in fulfilment at work.

Be inspired to take action on these small changes and become better leaders at all levels.

Identify KPIs for nurturing and developing a greater work environment and developing an “Identity” that will make it happen

Build the foundations of proactive leaders throughout the organization

Truly believe they have the ability to make a difference in their leadership ability to influence corporate culture and act on it

Sustain behaviour modification by creating a structure that associates their visible results from their modified actions, to their personal success and emotional gratifications in all areas of their life

Establish a personal sense of fulfillment that ties job with the success of the organization and the promise it needs to deliver on.

Build a stronger sense of team and further develop team innovation and creativity

The reason this program was successful over other types of initiatives is that the psychological foundations are expanded by the employees themselves, not by management and not by consultants. Each of these Modules contained “Implementation Projects” designed to cultivate ownership and excitement within the ranks of your people. The follow-up DC360 people development modules (in accordance with organizational objectives) reinforce created results and perpetuate passion at work.
While the DC psychological strategies do affect perceptions, .0there is no “Mindset Change” the process simply brought out facets of identity that already Existed (although in different environments). And, since there is no change in mindset, it was easier to sustain new existing behaviours under the different circumstances. Factors such as: Creating a Greater Purpose at work, using the DC psychology to achieve that greater purpose, having a language that reinforces awareness and facilitates better communication with less reaction, and creating a Unified Identity that aligns the group with the Greater Purpose.

Involving different organizational hierarchies (i.e. management, supervisors, front line, and support) as equals in the attainment of something better, provided the glue that binds a sense of ownership and brings our self leadership qualities out in the masses. They then become the strike force that ignites the leadership revolution from within they are the force for the good of the organization. They gain a strong sense of purpose because they fulfilling their own needs through the organization, not just doing the job. More on DC Organizational Change