Creating Sustainable Organizational Culture Change in 80 Days | Arthur Carmazzi | TEDxMaitighar

Arthur Carmazzi is ranked as one of the world’s Top 10 most influential thought leaders in leadership and organizational culture by Global Gurus. As a bestselling author and founder of the Directive Communication Psychology, Arthur’s corporate culture transformation methods have created sustainable organizational culture change in organizations across the world. Arthur Carmazzi is the creator of the (OCEAN) Organizational Culture Change Assessment to bench-mark current organizational culture and measure it as it Evolves. Arthur Carmazzi’s corporate culture evolution process has a 100% success rate in creating visible organizational change in as little as 2 weeks.... and he briefly covers the foundation of “Creating Sustainable Organizational Culture Change in 80 Days” in this TEDx talk.
Of an Italian-American origin, Arthur is currently one of the most acclaimed experts on Psychological applications to Leadership and Organisational Culture Enhancement and Development globally. Having traveled the whole world experimenting on Directive Communication Methodology, Arthur Carmazzi's The 6 Dimensions of Top Achievers project with his friend David Rogers became an instant bestseller in Malaysia and Singapore in the 2000s. In 2011, Carmazzi was awarded and ranked in world's top 30 most influential leadership professionals list by GlobalGurus and has been ranked between the #12 and #8 spots since then. According to him, it is his continuous strive for self-exploration that has earned him everything he's known for. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at www.ted.com/tedx

[@jenniferozgur4278]

Sounds like the quadruple bottom line and appreciative inquiry. LOVE it!!!

[@vishyvaidya]

Nicely delivered. From blaming culture to leadership enriched culture- This is the journey that every organisation should aim for. Great takeaway Arthur.

[@ArthurCarmazzi]

glad you enjoyed it

[@Annabmattos]

Amazing and truly inspiring! Thank you for that!

[@bufonerija7472]

"Measure the behaviors, not the KPIs." 👏👏👏👏

[@andrellward587]

This is a great use of 23:32 minutes. Very informative!!!

[@athimbrel1465]

Awesome video. I love this guy's level of energy!

[@DrAliciaGranholm]

"They forget to ask the people that matter, those they're going to 'change.'" Such a good point. I see this happen every day with my clients. It's such a common mistake and one of the easiest ones to fix too.

[@suzyochukut969]

000

[@TAM0823]

Really well articulated and interesting!

[@JohanIrwanKamarozaman]

Great one Arthur on organizational culture.

[@darrelltan4517]

This is so true. Great sharing Arthur

[@red1always1morocco53]

Interesting channel, very useful! I welcome all people to my Moroccan culture and coutry. Very wonderful!

[@Elizabethayo]

Wow! Great lesson. Thank you

[@Emma-dy1ib]

Well presented! The way forward 💚

[@DindaElton]

This is such a valuable lesson, thank you so much!

[@maximebaudry7538]

Great, kept me interested during 24 min which is not easy, inspiring again

[@ArthurCarmazzi]

thanks Maxime

[@monicamayuni3706]

When people believe in what they are doing, they get excited

[@marioputu4439]

Awesome Mr. Arthur..... 👍👍👍

[@tonysardjono2905]

Good stuff. Love from Indonesia

[@khanakhilana-byamjadlala1977]

In most cases, change is imposed my senior management and not discussed with departments and staff prior to initiating OCM.

[@brianmoyo7467]

this is exactly what is happening in my organization

[@carensalazar]

15:00 I wish I could work in a place like this

[@johntailby74]

This sounds like a Ghandi style grass roots evolution. Its a nice idea but unless senior management want to change their beliefs and behaviours its very difficult to get organisational change moving outside your team. Most middle managers are too busy trying to enrich their CVs to try anything risky or hard.

[@miguelojeda9359]

Your comment validates the need for cultural improvements in the market place.

[@williammaldonado6132]

👁 Agree ✨️

[@johnsouza8503]

amazing

[@ArthurCarmazzi1]

glad you liked it

[@sagorsamitroy6541]

Nice

[@michaelsteveodero5491]

We can't see the graph. Great line of thought though.

[@badrsa6841]

It can be reffered to as the change curve : denial, resistance, exploration and finally commitment,

[@neverstopdreeeming]

Can someone please tell me what he said 17:00-17:10 ???? I listened 5 times.

[@ArthurCarmazzi]

it is about pre-defined communication, if you know the background of a concept (in this case relating to emotions and expresion of emotions) then you can simply use phrases that people with an understanding of the background can understand... giving the opportunity to communicate emotions Without communicating emotions... and making it easier and more fun to connect and work better or have better relationships

[@neverstopdreeeming]

@@ArthurCarmazzi no, specifically. He says "Dude, you need...._______?" What did he say he needed?

[@somecallmetim46]

“Need sucked me”

[@davioncross8720]

Which is why Trickle Down anything never works. Get buy-in from your employees.

[@user-po1fv7mb5b]

I don't like learning environments that have an emotional thing going on uncontrolably.

[@shukrihassanhared9701]

I'm Who Losing His Time Not You . And We will Move You . Because Of You Understood Wrong . Go Your Home If You Are Not Humanitarian Assistance We Will Lookback All Humanitarian Tasks And What They Do . Only Us Have Seen You . Not Other Local Organization Seen You . It Is So Shame To Us To Work with You . Religion Spreading Group Is Not Allowed This Country They Will Face A Court Of The Country And They Will Not Work This Country Any Longer . Education Doesn't Need You . All Education Support Agencies Will Be Asked What Objectives Is Abd What They Need To Do . This Country Has A Peaple Who Have Culture And Religion. This Will Lead You So Hard Interfention And Evaluation And Monitoring And Follow up After You And Your Employees. You Will See This Upcoming Time Because of You Have Work That Problem.

[@flaviaakello]

There is no such thing as workplace culture, there’s only the culture enforced by senior leaders, know this trumps any workplace culture if you want to survive.

[@ArthurCarmazzi]

i totally disagree, you are likely blaming your current management for the issues you have... which may be true, but even great leaders try to get people to BELIEVE what they have a values are what people should act like... and people rebel... or just play alone in a disengaged daze. The best way to build culture is through the people

[@flaviaakello]

@@ArthurCarmazzi I work in HR and know how these things go. Yes we create the standard but if managers create their own there’s nothing employees can do. The culture enforced by managers will trump any culture the business has created. This is not about me so please don’t make it personal. I work in HR so trust me I’ve seen these scenarios play out time and time again.

[@ibnesaleem5415]

Show stopper talk

[@kylereygelperales1617]

@@flaviaakelloglad that you see what needs to be corrected, do you mind sharing what steps has your HR team has taken to address cultural issues in your company? Asking because I’m curious what your approach is for matters like this

[@flaviaakello]

@@kylereygelperales1617 I’m still working on this and trying to get companies to think differently, but for me the answer it quite simple, hold people to account! If a company has a set of values and employees exhibit behaviours that don’t represent that, it should be addressed. I think of it this way, we live in a world with the rule of law, but we also have people in our society who break the rules and the police are there to maintain law. The workplace is no different, and currently the environment is without the police. So how do we improve? By ensuring all employees are held to account for their actions irrespective of hierarchy. Employee Relations is a growing field, but not every organisation has an ER department, and I hope over the course of my career I’ll continue to see this field grow.