How to trick your brain to do what you are supposed to & like it Have you ever been in a situation where you going to make real progress in your life but then, a lot of things like Instagram and facebook keep distracting you from achieving your bigger goals? We know ... Read More
KNIGHT’S OF TRANSFORMATION – Organizational Culture and Change Series Leadership is the salient edge between success and failure. If there’s no leadership, an organization will remain in stasis and it’s not going anywhere. The organizational culture is stagnant. Leaders are those that pull others along with them, pull them to the front and push from ... Read More
Arthur Carmazzi and Silvester Pulman Debate on Organizational Culture Structure Requirements In this candid debate over organizational culture (check out how DCI can support your Organizational Culture with 3 strategies) and how much or how little structure is needed to maximize the growth and effectiveness of an organization through its organizational culture. The discussion centers around ... Read More
In this Knights of Transformation video, Arthur Carmazzi will be sharing on Organizational Culture Evolution – The 5 Levels of corporate culture change to be more precise. The idea is that company culture has levels, and each level is a culture evolution. From the bottom of the most dysfunctional organizational culture to the most effective ... Read More
Does your organization perform as well as it should or could? Are your people not involved, or included in the purpose of the organization. Do they feel apart from it rather than a part of it? In this Knights of Transformation video, Arthur Carmazzi will be sharing with the 5 pillars of changing organizational culture. ... Read More
After watching the Video on how Skills relate to Competency… Read the excerpt below of how SKILLS affect Competency from my latest book: Architects of Extraordinary Team Culture – 5 Secrets Hidden in the Great Pyramids From Arthur Carmazzi‘s Team Leadership Book: Architects of Extraordinary Team Culture – 5 Secrets Hidden in the Great Pyramids ... Read More
Why are we motivated? Why do we have fun with games? How can work be more fun? How do Teams improve Motivation at work? Can we gamify work processes like “Cross-department communication”, “Internal team support”, “Productivity”…? Arthur Carmazzi talks about all these and more in this video on How to Gamify Work processes. Watch and ... Read More
At the Tana Lot Temple in South Bali, erosion has made it way through the volcanic stone leaving caves and holes. Trust in organizational culture, a team, or a relationship can also be eroded… Little by little, Blame and the “I’m Right” attitude erodes the foundations of a personal sense of value and STOPS people from ... Read More
Modified from Arthur Carmazzi’s “Architects of Extraordinary Team Culture – 5 Secrets Hidden in the Ancient Pyramids” A team by definition has more than one person, the behaviors of an individual and even their competence, do not always reflect that person’s behavior and performance in a group or team. A recipe by definition is made of ... Read More
New Organizational Culture based Leadership Model I’m Arthur Carmazzi, founder of the Directive Communication Psychology and currently ranked as one of the world’s top 10 leadership gurus. If you’re here, chances are you’re trying to develop your leadership or possibly transform your corporate culture, or maybe even both. So before we start, let me give ... Read More
Arthur Carmazzi coming to you from the Dubai Aquarium Let’s look at an aquarium, as well an ecosystem. If you have the pH wrong, if you have too much salt, if you have the wrong fish, if you basically have the wrong mix, well, basically, something is definitely going to go wrong with your aquarium. ... Read More
Arthur Carmazzi coming to you once again from Dubai This time we’re going to talk about corporate culture but in a different way. We’re going to be talking about the environment but in a different way. See, when we go to work, the work environment, in this particular case we’re talking about the physical environment, ... Read More
Arthur Carmazzi from The Mall of the Emirates on Shopping and Leadership It’s late at night in this very big shopping mall here in Dubai and there are still lots of people around, you get to wonder, what is it that makes people want to go shopping? Why is shopping fun? What is it that ... Read More
Arthur Carmazzi from the streets of Pune, India And I’d like to bring your attention to traffic… and for that matter, being STUCK in traffic. Why does traffic actually happen? If you actually think about it, each automobile actually takes about 2 to 3 seconds to move before the one in front of it. So ... Read More
The World of Performencia: Work Gamification Game Participants will go on a journey and race through the world of Performencia (a land that develops higher levels of performance and passion). With passports in hand, participant teams start in Goal Land to identify and refine their objectives and problems to solve using gamification… but there are ... Read More
From 20th February – 4th March 2016, The DCI Team lead by Arthur Carmazzi, executed an Organizational Culture Change initiative that visible impacted the DENZA China based company. The German – Chinese EV Automobile manufacturing joint venture was having some issues in organizational effectiveness and leadership. Lorain Yan, the new CEO with a big vision ... Read More
Factor #2 Responsibility In this Agents of Change Video Arthur Carmazzi looks at the how the concept of responsibility affects people’s ultimate success in the various areas they seek it. And how you can TURN AROUND bad results with one easy idea. Watch Arthur Carmazzi here to create more success in your life: To Create ... Read More
The problem with your vision statement When it comes to creating organizational culture, management often seems to think that if they create a set of rules to live by, that all will follow and the organization will be just peachy keen (early American colloquialism that means “Perfect in a Nice way”). But experience tells us ... Read More
This is why people around Asia and the Middle East are Choosing Directive Communication International as their preferred training provider for leadership and organizational change… Here are the links to highlight why DCI is different, more effective and basically BETTER in leadership development and the resulting organizational culture change that happens from that leadership: Applications ... Read More
A recent DCI study confirms that awareness of how you think, react, and understand your environment, does create higher potential for improving your personal effectiveness, fulfillment and decision making. The byproducts of greater awareness has lead to improving working environments and nurturing a less stressful yet more productive environments, people ... Read More
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 ... Read More
Ok, first, you need to watch the video, it will tell you about the different options of organizational change and the different levels… then come back and read what we do and how it will help you with ONE aspect of organizational Change. This Link will take you to the PDF proposal for what we ... Read More
For this post and video, I don’t have lots to say, only questions… so here they are: If your organization was to change for the better, do you think you would be more productive? Why? What would be the 3 most key factors of change that would make that difference? Why? What are 3 actions ... Read More
In a recent Organizational Culture Change project we worked on, the people in the organization where aware of the core values, yet did not really pay much attention to them. As a result, this affected customer service, cooperation and the decision making premise that was “supposed to” lead to empowerment. [see: organizational change for more ... Read More
Negative Key Influencers are the Enemy to Organizational Change. The best way to defeat your enemy is to make him your friend and turning negative key influencers into positive ones is the ideal solution for getting others on involved in organizational change. Unfortunately, it is not always possible. So, the first step is to identify ... Read More
Finding your “Key Influencers” is kinda like checking your friends on Facebook to see who has the most friends who comment and interact with them. While there may be others with more friends by number, those may be shallow acquaintances or maybe just collected individuals who have no real connection. But those who’s friends interact ... Read More
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 ... Read More
Part 2 of how to change an Organizational Culture in 80 Days By: Arthur Carmazzi An updated post on the Organizational Culture Evolution process is at: https://www.directivecommunication.net/organizational-culture-the-5-evolution-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 ... Read More
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 ... Read More
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....
