Re: Culture change & growing pains!

["Kristine J. Olberg" <kjolberg -at- IX -dot- NETCOM -dot- COM>]

Your problem sounds like it's much larger than a communication problem. It
looks like it involves corporate organizational strategies, etc.

Could you break it down and show us a clearer picture of your specific
communication problems?

Regards...Kris
----------------------------------
kris -at- olberg -dot- com
kolberg -at- actamed -dot- com

----------
> From: IBAHKA -at- AOL -dot- COM
> To: TECHWR-L -at- LISTSERV -dot- OKSTATE -dot- EDU
> Subject: Culture change & growing pains!
> Date: Saturday, April 05, 1997 11:36 AM
>
> Hello Experts:
>
> I'm seeking some well needed advice for a company that I work for. So,
I'm
> turning to those who have tremendous experience within the Training and
> Development fields.
>
> Company specs:
> Located in the NE
>
> Focus of the company is to provide:
> Organization Comm.
> Event Management
> Training and Development
> Management Consulting
>
> Staff:
> 15 people (heavy administrative right now)
>
> Challenge:
> I was hired a short time ago to help bridge the gap between Sales &
Marketing
> AND Development.  Let me paint you a picture...
>
> Here's how the management strucutre exists now:
>
> The President/CEO = Management Consultant AND Sales & Marketing Manager
>
> The Director of Operations = Taking care of 60% of the organization with
> staff focused ONLY on the D&D side of things... no real decision making
power
> here.
>
> Director of HR = Editor & HR policies & Exec. Asst to CEO
>
> OK, other than the obvious pitfalls of having too much to do.... : )
> The President has made it clear that in order to stay competitive we need
to
> REDEFINE the process and how we're doing business.  This man is an expert
in
> managment consulting but claims to know nothing about training and
> development; so he turns to Dir. of Ops to help define these goals and
> processes & implement them. However, "she" has no real decision making
power
> - she is cut-down and overruled even when "she" has starting the ball
> rolling.
>
> Here's the thing... The President wants change & he says that he is the
first
> one to admit it's hard for him to "let go".  So, you can see the clear
> picture here... the PREZ isn't really going to be a leader here... he's
too
> focused on maintaining the business & doesn't know how to move the
company in
> the direction that "he thinks it should go."
>
> We've had lost of Team Planning Sessions with the Company & the real
positive
> is that the "people" are involved. The neat thing is that everyone is
saying
> the same thing... there's NO consistency, credibility of "managers" are
at
> stake because things change on a daily basis.
>
> So, I pose these questions:
> 1. Where do we need to start?
> 2. How do we go about making the change happen?
> 3. What should each member of the management team be expected to
accomplish?
> 4. What is the people's role in all of this?
> 5. Etc. etc. etc.   ......
>
> We would really appreciate any information, suggestions or resources you
> could help provide this very talented company through a very difficult
time
> of change and growth!
>
> Thank you in advance!
>
> Y
>
>  TECHWR-L (Technical Communication) List Information: To send a message
> to 2500+ readers, e-mail to TECHWR-L -at- LISTSERV -dot- OKSTATE -dot- EDU -dot-  Send commands
>    to LISTSERV -at- LISTSERV -dot- OKSTATE -dot- EDU (e.g. HELP or SIGNOFF TECHWR-L).
>   Search the archives at http://www.documentation.com/  or search and
> browse the archives at http://listserv.okstate.edu/archives/techwr-l.html

 TECHWR-L (Technical Communication) List Information: To send a message
to 2500+ readers, e-mail to TECHWR-L -at- LISTSERV -dot- OKSTATE -dot- EDU -dot-  Send commands
   to LISTSERV -at- LISTSERV -dot- OKSTATE -dot- EDU (e.g. HELP or SIGNOFF TECHWR-L).
  Search the archives at http://www.documentation.com/  or search and
browse the archives at http://listserv.okstate.edu/archives/techwr-l.html