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Expert Column
What kind of organization learns from its failures?
Author
Jabok Koo (Co-CEO of the Tri-C Psychology Institute)
Date
2023-12-20 14:49:39
Special Feature <The Psychology of Failure>
What kind of organization learns from its failures?
Jabok Koo (Co-CEO of the Tri-C Psychology Institute)
Leaders need to constantly make sure their organization’s systems and policies are helping to build an environment where people can be protected and safe when taking on challenges or even after failing. Consistency is vital, as that will allow a new organizational culture to take root. Unlike a company’s motto or ideology, an organization’s culture is shaped by the collective experiences of its members during their time in the group as well as the beliefs they ultimately adopt. In other words, the members learn the culture of an organization by seeing who gets promoted, who gets paid more, and who is given roles of responsibility. Once they accept the culture, they start believing in it and work accordingly. This is because the essence of an organizational culture stems from the unspoken beliefs (subconscious beliefs, perceptions, thoughts, and emotions) residing in the minds of its members. These beliefs are shared with others as people work and interact with each other within their organization, and they are the most important factor that can determine whether a company succeeds or fails.
What kind of organization learns from its failures?
Jabok Koo (Co-CEO of the Tri-C Psychology Institute)
Leaders need to constantly make sure their organization’s systems and policies are helping to build an environment where people can be protected and safe when taking on challenges or even after failing. Consistency is vital, as that will allow a new organizational culture to take root. Unlike a company’s motto or ideology, an organization’s culture is shaped by the collective experiences of its members during their time in the group as well as the beliefs they ultimately adopt. In other words, the members learn the culture of an organization by seeing who gets promoted, who gets paid more, and who is given roles of responsibility. Once they accept the culture, they start believing in it and work accordingly. This is because the essence of an organizational culture stems from the unspoken beliefs (subconscious beliefs, perceptions, thoughts, and emotions) residing in the minds of its members. These beliefs are shared with others as people work and interact with each other within their organization, and they are the most important factor that can determine whether a company succeeds or fails.
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