How to change the culture of a community?
I got to know more of Alan Mulally’s story on the Knowledge project podcast directed by Shane Parish. Alan is the former CEO of Boeing and Ford.
Alan was responsible for Ford turnaround story. He not only transformed the organizational culture but also orchestrated one of the most spectacular turnarounds in business history.
The goal to create a culture of openness, transparency, feedback, and accountability led to 10 pillars of the turnaround process:
1. People first
2. Everyone is included
3. Compelling vision
4. Clear performance goals
5. One plan
6. Facts and data
7. Propose a plan, “find-a-way” attitude
8. Respect, listen, help, and appreciate each other
9. Emotional resilience … trust the process
10. Have fun … enjoy the journey and each other
As a leader, if you had promised to do something, you’d better have a good reason if there was any deviation! Alan’s key ingredient for success was “tough love.” He held everyone accountable, and he started with himself.
Alan said that no individual, however brilliant, should not be allowed to create a toxic culture.
Alan turned Ford around working with the same 14 of the 16 board members, who had taken Ford to a $17 billion loss! That is the power of organizational culture change. It is not the people, but the culture!
Fun fact about Alan: he implemented a weekly family meeting that has an agenda and scheduled time. The idea is amazing and is very effective, I am now doing this 🙂