Constantly Changing Leaders – This Makes It Almost Impossible To Build A Functional, Effective Corporate Culture
Call this just a quick, and incredibly obvious, observation…
Dan Weston, business consultant par excellence, tells me that it takes two to three years to even make a dent in the reshaping of the corporate culture challenge. He is very good at it, has a definite plan to help organizations in this challenge, and yet there is no “one session, one retreat, one conversation” magic pill to get this done. Reshaping a corporate culture is a multi-session, over-time, long-haul challenge.
So, imagine the turmoil in a company that faces impressive, almost overwhelming competition (Google, et. Al.), and a workforce that is whiplashed by the constant changing of leaders. That is the challenge facing Yahoo at the moment.
Scott Thompson, Yahoo’s third CEO in about three years, has officially left the building.
(Yahoo’s CEO is out. Now what?)
Uncertainty; whiplash. People need to know “this is what our company/organization intends to be.” A trusted, respected leader plays a pretty big role in that “this is what our company intends to be” task. Going through three leaders in three years makes this almost impossible.
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(A personal note: My youngest son is getting married this weekend, so with my current schedule, I may be doing a little less blogging at the moment. My apology. And thanks, as always, to Bob Morris, who keeps this blog a daily source of wisdom and insight with his many offerings).
