A company is the sum total of its people and its culture. This is why it is impossible to separate the two without affecting both entities. Similarly, it is important to understand that this relationship between people and culture is the main reason why the people so vigorously oppose any changes to the culture. Related:Why Team Building Promotes Better Company Productivity Changes in organizational culture are inevitable and essential for the continued survival of the company. No organization could continue operating in any industry with outdated notions of corporate culture. Forcing the employees and the stakeholders to confirm to such ideas generally results in an implosion of the company. On the other hand, introducing any changes to the organizational structure is equally difficult. Management usually gets away with minor inconsequential changes but any effort to modify any mainstays of culture meets with heavy resistance. Changing the organizational culture is a mighty endeavor that presents a serious challenge to management. Perhaps this is because of the fact that the culture of an organization is actually a representation of the core values, goals, and the aspirations of the people of the organization. This is the main reason why people put up such a strong resistance to any change. Changes to the organizational culture are misinterpreted as a top to bottom change that affects the entire organization. While there are organizational changes that shake things from top to bottom, they are isolated occurrences. This misconception has become so well entrenched in corporate psychology that people show extreme reactions when they hear the words ‘changes to organizational culture.’ In reality, the best changes to organizational cultures come more as a novelty rather than a catastrophe. In other words, organizational change should be a series of gradual implementations rather than one single sweeping broad stroke. Gradual changes also have the benefit of hindsight. In many cases, the management implements a complete set of reforms in a single stroke. Once the policy is out, the reactions start to come in and the management has to deal with damage control and soothing ruffled feathers. The situation leaves no room for adjusting the post implementation impact of the change. The result is usually a recall of the policy with business returning to the usual pre change days. This is total loss in terms of corporate expertise and strategic changes to the organization. The best way of changing the organizational culture is to take it slow and go about it in small increments. After every successful step, the implementation team and the management should sit back and review both the process and its impact. This review must include an analysis of the organizational resistance. The factor of resistance is important enough to be the focus of any review of organizational change implementation process. By properly gauging the reactions, the implementation team could tweak the next stage of the process to head off resistance. This advantage is the real reason of the opting for a stage-by-stage implementation. The downside is that the implementation plan might go under revision after every implementation stage. According to many experts, this is not necessarily a bad thing. Management must need to differentiate between the organizational change agenda and the implementation used to accomplish the ends. The agenda is fixed and should not be changed under any circumstances. The implementation plan to achieve the agenda, however, remains fluid. A rigid implementation plan will only result in disaster as the implementation team slogs forward, regardless of the resistance factor. This scenario usually results in a complete failure of the process. Because of the magnitude of the issue, management will eventually discover that the only way of getting things done is to bring in the full force of the organization behind the project. In many cases, it is wise to start from the top instead of the bottom tugs of the organizational ladder. Resistance to change diminished considerably when the people see their managers supporting the change. Whether willingly or reluctantly, people start to go with the change and the process goes forward. In many cases, resistance drastically falls as people the top tiers o fetch organization supporting the change. Bring about organizational change is not an easy task. However, with a stage-by-stage implementation process, the hurdles could be removed and things start to move forward.
Is your job search turning into a grind with no end in sight? It may be time to take a step back and reevaluate your entire approach.
In cold weather climates, the beginning of spring is a time to clean the house and get organized—a practice known as spring cleaning. Through the years, spring cleaning has taken on a larger meaning with people using the time to organize and declutter things in their lives.
For professionals on the job hunt, a little spring cleaning (metaphorically speaking) could be a great way to reinvigorate your job search. Here are a few strategies your job search spring cleaning should include.
Reevaluate Your Job Search Approach
BigstockMake a list of the last handful of jobs you applied for and see if you can identify any positive or negative trends. Consider things like:
- How did I learn about this job?
- How did I apply for the job?
- Did I earn an interview?
- What was the ultimate result?
A lot can be learned about your job search approach just by answering these questions and identifying patterns. For example:
Negative Trends
You discovered five jobs through job boards, applied to all of them via the job boards, and never heard back from any of them.
The common pattern here is applying through job boards. This isn't to say that job boards don't serve a purpose in the job search process, but they have their limitations, and you can't run your job search entirely off of them. When you apply through a job board, there's a good chance that your materials will never get past the applicant tracking system (ATS) and never be seen by an actual person.
One simple fix is to research who the hiring manager or recruiter is that posted the position and email your materials to them directly.
The more efficient fix would be to take a proactive approach by putting together a bucket list of companies that you want to work for and start making connections on LinkedIn with people who work at those companies. You may already know some people who work there or have connections that can refer you to some individuals.
This is a great way to network your way onto a company's radar.
Positive Trends
You applied to three jobs via referral, were invited to two job interviews, and made it through multiple rounds of interviews for one of the jobs before being passed over for someone with a little more experience.
The pattern here is that getting referred to a job by a professional acquaintance is a great way to land a job interview. This indicates that you're leveraging your network well and you should continue to focus on your networking efforts.
The next step is to review the interview process and determine what went well and what needs to be improved. Sometimes the interviewer will provide feedback, and that feedback can be valuable. However, not everyone is comfortable with giving feedback.
Chances are you probably have a good idea about areas of improvement and the skills you need to gain. Put together a plan for addressing those shortfalls.
The good news in making it deep into any interview process is that it indicates that the company likes you as a potential employee (even if the timing just wasn't right) and the experience could be a roadmap to a job with that company at a later date, or another similar opportunity elsewhere.
Give Your Resume & Cover Letter Some Much-Needed Attention
BigstockAre you continuously sending similar resumes and cover letters to each job opening with only minor adjustments? If so, your strategy needs some serious spring cleaning.
Let's start with resumes!
Every resume should be tailored to the position in order for it to stand out to recruiters and hiring managers. It may seem like a lot of work, but it's actually less work than submitting the same resume over and over again and never hearing back.
The reason why it's so important to tailor your resume is that throughout your career, you acquire numerous skills, but the job you're applying for may only be focusing on 6-8 of those skills. In that case, those skills must rise to the top of the resume with quantifiable examples of how you successfully used those skills at previous jobs.
Remember, recruiters go through hundreds of resumes. They need to be able to tell from a quick glance whether or not you're a potential candidate for the position.
While updating your resume, you could also spruce up your LinkedIn profile by highlighting the skill sets that you want to be noticed for by recruiters.
As for writing a good cover letter, the key to success is writing a disruptive cover letter. When you write a disruptive cover letter, you're basically telling a story. The story should focus on how you connect with the particular company and job position. The story could also focus on your personal journey, and how you got to where you currently are in your career.
If your resumes and cover letters aren't unique, now is the time to clean things up and get on track.
Build Your Personal Brand
Just because you're looking for work doesn't mean that you don't have anything to offer. Use previous career experiences and passions to build your personal brand.
Ask yourself, "How do I want other professionals to view me?"
Pick an area of expertise and start sharing your knowledge and experience with your professional network by pushing out content on your LinkedIn and social media accounts. Good content can include blogs, social media posts, and videos.
By sharing content about your experiences and passions, you slowly build your personal brand, and others will start to notice. The content could lead to good discussions with others in your network. It could also lead to reconnecting with connections that you haven't spoken to in years, or making new connections.
You never know when one of these connections could turn into a job lead or referral. The trick is to get on people's radars. So, when you're cleaning up your job search, be sure to build a plan for personal branding.
Maintain Healthy Habits During Your Job Search
BigstockYour job search is important, but it's even more important to know when to pull back and focus on personal health and spending time with family and friends.
There are actually things that you can do for your own enjoyment that could help your job search in the long run, such as:
- Grab coffee with a friend - It's good to engage in light conversation with friends during challenging times. And if your job search does come up, remember that most people have been through it themselves and you never know when a friend may provide you with a good idea or lead on a job.
- Volunteer - Volunteering is a great way to get involved in the community and help others. In addition, if you develop a little bit of a career gap while looking for a job, you can always talk about how you filled that time volunteering, if you're asked about it during a job interview.
- Continue to focus on other passions - Are you a fitness nut? Blogger? Crafter? Continue to do the things that bring you happiness. And if you're in a position to profit from your passion through a freelance job or side hustle, even better!
Spring is the perfect time to clean up and improve your job search so you can land the job you want. If you're struggling to find a job, follow the tips above to reinvigorate your job search—and watch your career blossom!
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This article was originally published at an earlier date.