"Culture Fit, Add Or Change?"

When new leaders join an organization, most want to bring culture change instead of fitting or providing strategic addition to the existing culture.

When changes are aligned with the Mission, Core Values and Strategic Imperatives of the organization, they are welcome. When it is not aligned and contradicting, the organization may reject the change new leaders bring in.

There are situations when the organization is open to major culture changes or shifts introduced by new leaders, for example: The organization is relatively new or the Site location is new. When there is a compelling geo-political situation or a global pandemic or regulatory change. Every 20 - 30 year period, organizations go through rebranding and everything evolves including its vision, mission and core values. During this time, the Board itself seeks leaders who bring disrupting transformational changes.

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*About the photo

I had my own share of introducing radical changes. In 1997, I was part of a special projects Team tasked to ensure none of our 30 automotive dealers close-shop during the Asian Economic Crisis in the late 1990s. We implemented various out-of-the-box programs and were first in the industry like the Buy-back Program (strategic sales of non-moving parts), Seven Little Dwarfs (partnered with parts Jobbers) and the Integrated Marketing Program (decisive fleet sales & after sales program). In 2000, I led a start-up company from the ground-up while taking my MBA.

In 2005, we told my biggest client we prefer to renegotiate the contract instead of auto-renew. Due to outstanding performance, we won double digit rate increase. In 2007, we pitched for RFPs that no one wants to and won 10+ of them. We set up Provincial Sites as the first mover despite news of insurgence in some areas. This resulted to over 6000 head count growth and won 3 major awards all in 2 years. All these Provinces are now huge BPM hubs. In 2010, we positioned the Philippine as the back-up site solution in all RFPs to break the focus on just one geography. This tactic doubled our headcount and added new Sites. In 2015, we rallied the organization's mission to the hearts of each and every Associate resulting to consistent outstanding performance, almost perfect Associate engagement scores, and double the headcount in 2 years. In 2020, through heartfelt collaboration and partnership, we grew the Site over twice its headcount in the middle of a global pandemic.

This photo is my Patrick Pose which has been welcomed by all the Executive Leadership Teams I have been part of including all my client executives. Some even strike the pose with me.