May 31, 2013
Shocking the Corporate Culture
There are many times when a change in culture, either at a corporate or local level, needs to be accomplished. You hire an effective manager (from a different company) and expect them to come in and totally change it, overnight. But, there is no overnight cure for anything in a corporate world.
The experiences I’ve had in the corporate world, working within the restrictive framework of a corporate ‘giant’, was never a good fit for me. I’ve had my greatest successes with smaller local/regional companies. However, if you look at this closely and tweak it a bit for your own situation you will be able to change the culture nearly instantaneously!
You may think that it is an impossible task and I’m smoking something to even try and think that-a-way. But I assure you that it will work and I’m not smoking’ anything other than a couple of good cigars! As with everything I teach, train, and talk about you have to take your own situation and tweak the probabilities until they work.
And I will be the first to admit that I haven’t done this very often on a large scale. Usually it’s been done on a smaller security post with less than 10 people.
The culture in your company/security post may be rotten to the core and you know it by an array of things that are occurring on a continual basis. Turnover, mistakes, no reports, forgetting to change the disk for the CCTV, or whatever. So you know what the symptoms are, now you have to find the originally issue. And that is probably the hardest part of all of this.
You will have to spend days, weeks, or in some cases a month or better to figure out the main issue that is causing the problems. To do this you can employ the method (I prefer) to talk to everyone and take careful notes of what they say and when they say it. I am a great believer in consultants in many cases, but in this case the boss needs to be out there talking and asking the questions. It doesn’t matter where the questions come from, just that the boss know their people.
This is where the shock comes in. You can call it whatever you wish. But I will guarantee you that this will work;
I had a large account more than a decade ago. It had 15 supervisors and more than 100 officers. The problem was the supervisors were over-bearing, arrogant, & (in the current vernacular) bullying their officers. So the solution was fairly simple. I proposed and was accepted an ultimatum to the supervisors. Get better or else you’re gone. Simple as that. No dancing around the issue, no pleasantries.
In 30 days the officers gave their evaluation of their supervisors. It was kind of surprising how quickly the supervisors shaped up an came into line with being good supervisors/managers! The officers rated them on the same scale and framework that the supervisors graded the officers on.
The results were not bad in my opinion. We lost about half the supervisors within 6 months because they couldn’t maintain the change or didn’t want to. We also dismissed about 30 officers in the same amount of time, which was down from the 200% turnover we had before.
Was this a shock to the corporate/post culture? Of course it was. Supervises/managers were not normally called out and issued such ultimatums within the security field. Will this approach work today? Yes it will, and sometimes there is no choice, especially as a contract company if you want to keep the account.
Need to shock your company or post culture? Call Sollars Security Shield at 480-251-5197 or go to the website and write us