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Slide 1: don’t just reach the peak; STAY THERE! By Syed Muhammad Imran Owais Kazmi Strategy2Action (A Synergie Consultants Company) Phone +97150 5849562 information@synergize.org www.synergize.org
Slide 2: What’s in a name? S-Simplicity Y-Yin/Yang N-Nice E-Energetic R-Research G-Great I-Immutable Z-Zoroopa (inspired by U2!) E-Extra (value) A lot!
Slide 3: Who are we? T&D Consult IT Design = unmatched client value www.synergize.org for Consulting and Training
Slide 4: Our Mission • WE TREAT OUR CUSTOMERS, THE WAY WE WOULD LIKE TO BE TREATED OURSELVES
Slide 5: Our values • • • • • • • Simplicity Solutions orientation Flexibility Energy Principled approach Fun to be with Research oriented
Slide 6: Strategy2Action milestones • Established 1999 in Consulting and T&D • Acquired an IT firm in 2001 • Got Nokia and Sony Ericsson advertising / consulting in 2002 • Full fledged bureaucratic firm reforms via T&D / consulting at EPB, PTCL, NTC, PSEB, IDBP besides numerous mnc’s and pvt firms • Client list includes mnc’s, gop and pvt sector firms in all businesses • Bottom line: We Create Value
Slide 7: Balanced Scorecard Prepared by Strategy2Action
Slide 8: Why should we align our strategy?? "...and because the years are much longer on Jupiter, moving our headquarters there would really boost our annual earnings."
Slide 9: Balance Scorecard- Background • 1990: Nolan Norton Institute sponsored a one-year multi company study for “Measuring Performance in the Organization of the Future.” • The study participants – Nolan Norton – Project Leader – Robert Kaplan – Academic Consultants, from Harvard • They believed that reliance on summary financialperformance measures were hindering organizations’ abilities to create future economics values. Therefore, study participants shifted to focus on the multidimensional scorecard and expanded to “Balanced Scorecard” concepts in 1992
Slide 10: Balance Scorecard-What is it? • A tool that translates an organization's mission and strategy into a comprehensive set of performance measures • BSC provides the framework for a strategic measurement and management system
Slide 11: Balance Scorecard-What is it? To measure the performance of organizations from • Financial: How do we look to shareholders? • Customers: How do customers see us? • Internal process: What must we excel at? • Innovation and Learning: Can we continue to improve and create value?
Slide 12: BSc- How does it look like FINANCIAL “To succeed financially, how should we appear to our shareholders?” Objectives Measures Targets Initiatives CUSTOMER “To achieve our vision, how should we appear to our customers?” Objectives Measures Targets Initiatives Vision & Strategy INTERNAL BUSINESS PROCESSES “To satisfy our shareholders and customers, what business processes must we excel at?” Objectives Measures Targets Initiatives INNOVATION AND LEARNING “To achieve our vision, how will we sustain our ability to change and improve?” Objectives Measures Targets Initiatives
Slide 13: BSC-Why for You? The name “Balanced Scorecard” reflects the Balance between • short- term and long-term objectives • financial and non-financial measures • lagging and leading indicators • external and internal performance perspectives
Slide 14: BSC-Implementations Steps • Step1: Clarify the mission and strategic vision • Step2: Specify objectives in the four scorecard areas to realize vision (Visual strategy map) • Step3: Define performance measurement to measure objectives or goals
Slide 15: Why Strategy2Action • Because Strategy2Action is implementing it from SCRATCH for the biggest bank in Pakistan, National Bank of Pakistan and the largest Oil Marketing company, Pakistan State Oil • Because we have diversified experience to understand the BSC concepts and translate them to YOUR setup
Slide 16: HR Consulting • What is it? – Our HR Consulting umbrella offers you job analysis, recruitment, compensation & benefits, performance appraisal, motivation, culture change and HR audit facilities – Customized to meet your specific requirements – You may be a giant multinational or an entrepreneur who has ended up with a firm larger than you can handle through a one-man-show approach, we are there to assist you…
Slide 17: Job Analysis • How many jobs do you have? How many positions? Do the jobs and positions match? Do you have JDs (job descriptions) for all of them? Are the JDs in line with the jobs, too much theory? or too little application? • This is where we can assist by doing a thorough job and position analysis for your firm resulting in clear jobs and positions with performance standards
Slide 18: Recruitment • We offer recruitment services to hire the RIGHT PERSON for the job through our industry contacts and also through press advertising, known or blind • So you get to meet only the few RIGHT short listed people from the thousands who apply, pre screened and pre tested according to your specs, written, verbal or discussions • Competency based interviewing is one of our team’s major skills in this regard.
Slide 19: Compensation & Benefits • Are your people overpaid or underpaid? What benchmarks do you use? • Compensation is one of the most important elements for motivation, retention and even an indirect influencer on commitment, loyalty and honesty of employees • With our wealth of experience in compensation systems and surveys, we offer you an outsource to meet these needs with high professional standards.
Slide 20: Performance Appraisal • Are you tired of employees complaining their boss did not rate them right? Or maybe not at all? • Performance management is a key determinant in the success OR failure of even the best of firms in the long run, and in the e-age we live in today, the results are harsher and closer on the time scale too • Let us assist you, if need be, to evaluate your appraisal systems and offer you solutions that are win-win for management and employees alike, not to mention the customers!
Slide 21: Motivation • Monetary or non monetary, motivation makes the difference between your customers and staff feeling ditched and uncared for or valued and pampered at the end of the day • Not to mention high employee turnover and poor performance as the obvious undesirable side effects of a poorly designed motivation system • We can assist you in fine tuning your motivation structure through a variety of measures to keep your employees looking forward to the work place and challenges with a new zeal, day after day.
Slide 22: Culture Change • Easier said than done, culture change determines whether your employees are aligned with the overall corporate vision or not • Remember, you can fool some of the people some of the time but not all of the people all of the time – When people perceive culture change activities are not from the heart and are designed to ‘fool’ them into a new way of saying ‘Hi’ to their colleagues or writing a memo, things fall apart not just for now but for FUTURE initiatives as well – We can assist with total responsibility in bringing about a harmonious culture between different levels at unionized and non unionized employees – Creating a culture that sustains, that is fair, and that is performance based, is our specialty.
Slide 23: HR Audit • Get an impartial and un biased view on your current HR practices through our internal research and benchmarking against your objectives • Often where companies think they know enough, they know little or maybe nothing at all • Let us analyze ALL your HR related functions and suggest alternatives to you to make them better.
Slide 24: Training & Development • Training is our passion! • We believe in training for results and the 50+ courses we conduct across key disciplines of management, culture change, attitude change, marketing and innovation among other suites are proof of our dedication in making training a RESULT BASED INVESTMENT for your company • We offer you a TNA (training needs analysis) free of cost to assess your specific requirements or work in conjunction with your identified needs.
Slide 25: Marketing Consulting • We offer par excellence services in marketing consulting in the following disciplines: • Marketing and Sales Audit – Are you ON TRACK viz your marketing and sales activities, are your strategies on the right track? – Is your channel network sufficient to meet your needs? – These and a million other issues are uncovered and diagnosed by us in this key activity.
Slide 26: Designing Services • Our in house designers and media team are ready to outsource your designing work from logo, stationary to press and outdoor, even radio and TV advertising for you • We work on the latest software like PhotoShop, CorelDraw coupled with our marketing and sales insight we offer you a unique blend which few of our rivals can match • Try us and find out for yourself! With names like Nokia (Mobile Zone), EPB, Ikon and others on our list we can make yours a winning brand too
Slide 27: Media Solutions • Today the older concepts of advertising are fast becoming obsolete; the customer wants INTERACTION not just a static ad • How do you meet this challenge? – On or off the web or even on the mobile phone? – How do you promote your products, using which media and which are the best instead? – How should you prioritize your advertising spend? – These are some of the areas we cover in Media Solutions so your rupee or dollar goes farthest…
Slide 28: IT Consulting • Our in house software wing is ready to meet your IT needs in the following disciplines: – Software – Web – Digital CDs
Slide 29: Software • We work on Microsoft SQL and Oracle databases, reporting, integration and compilation to give you a wide range of software solutions that satisfy the appetite of even the most demanding professionals • We have worked on sales analysis systems for pharmaceuticals and FMCG, inventory control, accounts, factory automation systems and mobile based applications on or off the internet.
Slide 30: Web • With a team that has made classy websites that MEET CLIENT OBJECTIVES we are ready to deliver best in class solutions to your firm • Our clients in the web arena include the US based DZires, RussKelly.com, Doctor Portal, Mobile Zone among others. We work on Macromedia Flash, Swish! Dreamweaver and FrontPage to deliver a solution to your web needs that keeps customers clicking for more… • We have even made portals using plain HTML and ASP to meet the most depending applications like free email to your clients and chatting.
Slide 31: Digital CDs • A new entrant in the field of marketing, a CD is like your visiting card, only that it contains A GREAT DEAL OF INFORMATION on your company and products that can be conveniently viewed by your prospects and customers at their convenience • As opposed to websites, CDs offer a great deal of flexibility in terms of size, quality, sounds and depth and detail of information that can be provided • We have successfully imparted solutions in this area to Kings Group and Export Promotion Bureau of Pakistan.
Slide 32: Financial Consulting • In this area, we offer the following services: • Financial Restructuring – What is your debt/equity mix? Is it optimal, do you wish to reschedule? Or realign? These and other questions are handled and provided a capable solution by our team. • We have internal and external expertise available to us to take on the most complex and challenging financial restructuring situations • From a team that consults the giants in public sector having experience of none other than the World Bank, we are ready to meet any challenge … you face
Slide 33: All about people… • Based on historical corporate analysis, every company has three type of people: – 30% meet corporate core values – 50% partly do but can do so fully with carefully directed effort – 20% do not and will be tough nuts to crack
Slide 34: People ☺ • who treat the company as their own • who don’t look at the clock when it’s 5 if their work is not done • who make you laugh even when things go wrong • who tell you what’s wrong and how to set it right – …and ask you if they don’t • who think beyond their cubicle, into the one’s next – who’s having a problem, making the TEAM achieve • whose efforts make your stakeholders tell you – “You and your team were great!”
Slide 35: People – – – – – – – who say something and do something else who smile only at your face who go through training yet remain immune who openly communicate what they don’t intend who hide behind paper who focus on own rewards down with the team who share to manipulate
Slide 36: Change ≠ ‘Change’ Program • Common Fallacy: – Conduct a ‘change’ program, lo and behold, change swipes its time card into your office the next day… or even next year… • Changing cultures… – IS ABOUT CHANGING PEOPLE’S PERCEPTIONS – AND SYSTEMS TO BACK IT UP
Slide 37: How to create… A culture that others talk about… • Think beyond the box – Perceptions are all in the foundations – Sometimes you have to re lay the foundations – That’s where we can help – We’re the human mechanics, (too many architects!)
Slide 38: Services • Long Term – Let us do a fresh TNA and consulting analysis for free – Devise strategy accordingly
Slide 39: Q: What can we do for • A: A LOT! • Focus: T&D • Peripherals: • Consult • IT • Design
Slide 40: Creativity Generate ideas that fit A new way of thinking: laterally! Creative problem solving Creativity in business Illuminate your creative self Mind mapping to generate ideas Six thinking hats to match all occasions Seminar Workshops Workshops Workshops Workshops Workshops Workshops
Slide 41: General How to increase confidence in your child How to tackle and end abusive relationships How to win friends & influence people Consulting for success Why things go wrong Seminar Seminar Seminar Workshops Workshops
Slide 42: HRM Change management Developing interviewing skills Doing performance appraisals right the first time Effective Group working at workplace Identifying key competencies for making job descriptions Survival skills for HR managers Train the trainer Workshops Workshops Workshops Workshops Workshops Workshops Workshops
Slide 43: Mind Control Bring out the magic in your mind The power of positive attitude Change your mindsets for a positive attitude Emotional quotient Influencing people through positive attitude Log on to your sub conscious mind Mind control with the Silva method The power of Kundalini Seminar Seminar Workshops Workshops Workshops Workshops Workshops Workshops
Slide 44: Marketing, Sales & Customer Care Building brands that break all records Electronic marketing Using war strategies in business Workshops Workshops Workshops Customer care for service organizations Relationship selling Quality assurance The basics of selling Workshops Workshops Workshops Workshops
Slide 45: Personal Effectiveness Leadership Making oral communication work for you Manage time to do more Managing conflicts Workshops Workshops Workshops Workshops
Slide 46: NLP NLP, the untold secret of success Captivate audience with NLP for trainers Communicate, influence and negotiate using NLP Sell more, faster with NLP for sales Seminar Workshops Workshops Workshops Your health becomes wealth with NLP and health Workshops
Slide 47: Soft Skills Assertive presentation skills Being more assertive Conducting successful meetings Counseling and coaching skills How to become the best receptionist How to become the best secretary Management audit Managing in the 21st century Managing projects Setting goals to get what you want Win-win negotiations Workshops Workshops Workshops Workshops Workshops Workshops Workshops Workshops Workshops Workshops Workshops
Slide 48: Team Building Bringing the best out of teams How to become a team player Workshops Workshops
Slide 49: The Suites • These are divided into two categories – Should-have skills • Skills your staff in the different areas need to demonstrate EXCELLENCE on the job – MUST-have skills • Skills your staff needs to SURVIVE on the job
Slide 50: Senior Executives’ Suite • • • • • • • • • • NLP, the untold secret of success Bringing the best out of teams Change management Change your mindsets for a positive attitude Conducting successful meetings Counseling and coaching skills Creative problem solving Creativity in business Developing interviewing skills Doing performance appraisals right the first time • • • • • • • • • • • Emotional quotient Leadership Manage time to do more Managing conflicts Managing in the 21st century Mind control with the Silva method Quality assurance Six thinking hats to match all occasions The power of Kundalini Using war strategies in business Win-win negotiations
Slide 51: Office Managers’ Suite • How to win friends & influence people • NLP, the untold secret of success • Bringing the best out of teams • Change your mindsets for a positive attitude • Conducting successful meetings • Counseling and coaching skills • Creativity in business • Developing interviewing skills • Emotional quotient • Identifying key competencies for making job descriptions • Leadership • Manage time to do more • Managing conflicts • Managing projects • Setting goals to get what you want • Quality assurance • Win-win negotiations • Doing performance appraisals right the first time
Slide 52: HR Professionals’ Suite • Bringing the best out of teams • Captivate audience with NLP for trainers • Change your mindsets for a positive attitude • Conducting successful meetings • Counseling and coaching skills • Effective Group working at workplace • Emotional quotient • • • • • • • • • Manage time to do more Management audit Managing conflicts Managing projects Setting goals to get what you want Survival skills for HR managers Train the trainer Win-win negotiations Identifying key competencies for making job descriptions • Leadership
Slide 53: Marketing Professionals’ Suite • Generate ideas that fit • How to win friends & influence people • NLP, the untold secret of success • A new way of thinking: laterally! • Building brands that break all records • Change your mindsets for a positive attitude • Creative problem solving • Emotional quotient • How to become a team player • Log on to your sub conscious mind • Manage time to do more • Mind mapping to generate ideas • Setting goals to get what you want • Using war strategies in business • Win-win negotiations • Creativity in business • Electronic marketing
Slide 54: Sales Managers’ Suite • How to win friends & influence people • NLP, the untold secret of success • Assertive presentation skills • Bringing the best out of teams • Change your mindsets for a positive attitude • Conducting effective Doctor Meetings (for Pharma) • Conducting successful meetings • Counseling and coaching skills • Creativity in business • Electronic marketing • Emotional quotient • Identifying key competencies for making job descriptions • Leadership • Manage time to do more • Managing conflicts • Mind mapping to generate ideas • Setting goals to get what you want • Win-win negotiations • Doing performance appraisals right the first time • Developing interviewing skills
Slide 55: Sales/Customer Care Suite • Customer care for service organizations • How to win friends & influence people • The power of positive attitude • Assertive presentation skills • Being more assertive • Change your mindsets for a positive attitude • How to become a team player • Making oral communication work for you • Manage time to do more • Relationship selling • Sell more, faster with NLP for sales • Quality assurance • The basics of selling • Win-win negotiations • Emotional quotient • Conducting effective Doctor Meetings (for Pharma)
Slide 56: Frontline Office Staff • How to win friends & influence people • The power of positive attitude • Being more assertive • Change your mindsets for a positive attitude • Emotional quotient • How to become a team player • How to become the best receptionist • How to become the best secretary • Making oral communication work for you • Manage time to do more • Quality assurance • Win-win negotiations
Slide 57: Senior Executive Survival Kit • • • • • • • • NLP, the untold secret of success Creativity in business Emotional quotient Leadership Managing in the 21st century Mind control with the Silva method The power of Kundalini Using war strategies in business
Slide 58: Marketing Guru Survival Kit • • • • • • • • • • Generate ideas that fit NLP, the untold secret of success Building brands that break all records Change your mindsets for a positive attitude Creativity in business Electronic marketing Manage time to do more Mind mapping to generate ideas Using war strategies in business Win-win negotiations
Slide 59: Sales Manager’s Survival Kit • • • • • • • • Assertive presentation skills Bringing the best out of teams Change your mindsets for a positive attitude Developing interviewing and performance appraisals skills Emotional quotient Leadership Manage time to do more Mind mapping to generate ideas
Slide 60: Sales/CS Survival Kit • • • • • • • • • How to win friends & influence people Assertive presentation skills Customer care for service organizations Emotional quotient How to become a team player Manage time to do more Relationship selling Quality assurance Win-win negotiations
Slide 61: Office Staff Survival Kit • • • • • • Being more assertive Emotional quotient How to become a team player How to become the best receptionist/secretary Manage time to do more Quality assurance
Slide 62: DEAR VIEWER(S) Hope U enjoyed the show Waiting 2 hear from U soon! T&D Peripherals: Consult IT Design Soobia and Syed Muhammad Imran Owais Kazmi Cell 0333 2138687 and 0300 9274922 Fax 021 5216622 www.synergize.org soobia@synergize.org imran@synergize.org
Slide 63: Presentation on Organizational Culture By Strategy2Action
Slide 64: What is organizational culture? • Culture… • is the most intangible asset of any organization – – – – – Core values & beliefs Qualities & characteristics of people Operating procedures Leadership style of top management Responses of organization to events & challenges
Slide 65: Since the total employee goes to work for a company, the company must serve the total human being… Hickman/Silva: Managing Corporate Culture, Strategy and Change in the New Age
Slide 66: Why should we improve culture • Harvard Business School professors John Kotter and James Heskett studied over 200 companies for several years and found : • There is a direct positive relationship between the return to shareholders and cultures that are more people-focused, develop a high performance ethic, become more nimble and entrepreneurial and are more competitor-focused. – 571% higher gains in operating earnings – 417% higher returns on investment – Stock prices increased 363% • The New Corporate Cultures: Deal and Kennedy, 1999
Slide 67: The culture paradigm • The human race has evolved through the following cultures: – – – – Cave dwellers Agricultural based society Industrial society Information based society • Most companies even in the west are still structured across the norms of the industrial society
Slide 68: The winds of change… • …We are now entering a period of transition as significant as the transition from an agricultural to an industrial society. Whether it is labeled the “information society” or given any other name, it will require a new set of management practices and priorities… • Lawrence M Miller, Vision of a new corporate culture • The economic demands of the information society … are fostering the “work should be fun” idea • Naisbitt/Aburdene, Reinventing the corporation: Transforming your job and your company for the new information society
Slide 69: Industrial age vs information age • Boss is the king • Strict policies, fixed performance • Profits are most important • Invest in infrastructure and technology • Customer is the king • INTERNAL HARMONY & TEAMWORK • Flexible policies, ability to adapt and change • Learning is more important • Invest in most valuable human resource and customers
Slide 70: The learning organization • Peter Senge, director of Systematic Thinking, MIT defines learning organization as having the following qualities: – – – – – Systematic thinking Building shared vision Team learning Mental models Personal mastery • Ability to perform for such organizations is higher because they learn faster in any environment
Slide 71: How is culture transmitted • Culture is perpetuated and transmitted by: – The formal statements of philosophy and values of the organization – Its systems and procedures (how things get done). Organization's design and structure – Criteria used for recruitment, selection, and termination – Performance and promotion systems – Work flows and processes originating from the customers, internal or external
Slide 72: All people are different. That’s why everybody should be treated the same! Treating everyone the same communicates the message “I don’t care enough about you to find out what makes you unique…” Hickman/Silva, Creating Excellence
Slide 73: Open, Honest Communications It is the combined demand for more information at faster speeds which is now undermining the great vertical hierarchies so typical of bureaucracy Alvin Toffler, Future Shock
Slide 74: What is our focus for you? • We recommend following attributes to be built strategically into the culture: – – – – – Visible and vocal role models at all levels of the company Innovative use of communication tools Enjoyable work environments and spaces Performance assessed on work contribution Recognition of the employee as a "whole person" with their roles outside the workplace valued and respected – Creativity, innovation and informed risk taking are encouraged, supported and rewarded – High levels of trust between managers and employees – Upward and downward communication and feedback
Slide 75: What will be the end result? • You will be able to achieve following outcomes – Transformation into a complete customer focused organization: – Reengineering group firms from an HR perspective to achieve • • • • • Attracting and retaining talented staff Adaptation of new technologies, products or services Successful succession planning Organizational renewal to compete & succeed Strategic policies to align with business objectives
Slide 76: So what do we do? • Culture change is done through a step by step approach: – – – – Assess & define present culture Define desired culture Build shared vision and strategy Select best culture change strategy • FOCUS ON THE PEOPLE FIRST • SYSTEMS TO FOLLOW SUITE – Implement culture change – Continually reassess the organization's culture and establish A norm of continuous learning and transformation
Slide 77: Don’t be nervous! Just remember, all mistakes will be severely punished! Learn to lead without coercion… John Heider, The Tao of Leadership…
Slide 78: Step 1: Assess & define present culture • We recommend culture assessment across various parameters • These can be done via: – – – – – Independent consultant study Questionnaires One on one meetings Focus group sessions Public sessions – Parameters: • • • • • • • • • • • • Accountability Commitment to core values Competitor awareness Creativity & innovation Customer driven Responsiveness Risk-taking Supporting employee growth Teamwork Trust Selection criteria Product mix and depth
Slide 79: Assess & define present culture… • Methodology – Development of questionnaires to find out perceptions, assumptions & commitment to core values – Study of systems, operations and procedures in different organizations – Personal in depth interviews with employees – The process can be set on web through web based forms, to make it quicker, dynamic and free from any bias • End results – – – – Definition of present culture Quantifies data on different attributes Cross functional relationships analyzed with-in organization Attitude and behavior explanation with in and outside organization (customers & competitors)
Slide 80: The chief purpose of our organization… is to perpetuate our organization! We have too many managers and not enough leaders; if we had more leaders we would do without half of the managers ,,, Bennis/Nanus - Leaders
Slide 81: Step 2: Define desired culture • Understand environmental factors… – Stake holders – Business opportunities and threats – Internal organizational strengths and weaknesses • Consider areas where you want to bring a change • Consider elements required to change • Come up with a definition of desired culture focusing on people, systems and values
Slide 82: Step 3: Create shared vision • Build shared vision that could be OWNED by whole organization – Build a vision based on business objectives and interest of stake holders – Share this vision with every employees of the company – Based on feed back from all employees build a shared vision of organization – Develop a mission to reach that vision or future picture – Choose supporting strategy and methods – Transform whole philosophy into words to be accepted by all • End results – Clarity & focus on core values essential for success – Sharing of vision and strategy from top to bottom – Sense of ownership and trust for strategy adopted – Immense support for new system’s adoption
Slide 83: Step 4: Select best culture change strategy • Determine scale of change (transformation/modificatio n/alignment) • Determine timeline • Based on time line decide speed of the project • Decide on budget • Devise tools to measure change in organization • Define role of senior management in the whole process • End results – Standards to work against – Complete blue print of working plan with milestones and accountability
Slide 84: There has been an alarming increase ... in the number of things I know nothing about! In the new paradigm, work is a vehicle for transformation Marilyn Ferguson, The Aquarian Conspiracy
Slide 85: Step 5: Implementation of culture change • Communicate the need of change at all levels • Communicate it persuasively to take everybody in confidence • Discover hurdles, resistance and obstacles • Start implementing against work plan • Institutionalize, model and reinforce the changes in culture • End results – Alignment of business strategy to corporate goals – Working effectively to compete – Maintain leadership position besides growing further – Investment in the most value able asset HUMANS to attain and retain best people
Slide 86: Continually reassess • CHANGE is a constant • Keep aligning your policies to your business objective • Be flexible to adapt and absorb • End result: • A Learning Organization
Slide 87: talk about Change “Our people are our greatest asset” And yet HR investments are on all time lows…
Slide 88: ‘Part time’ corporate efforts • about standardization of work flows and core values – – – – – – – – meet the challenge with ‘Change Programs’ one set of core values different interpretations and adaptations some adhere, some wonder how some experiment, some give up employee surveys 360 degree feedbacks culture change activities • end result? Change or Exchange?