“Culture” is the “miasma“ of management theories.
Sure, thinking in terms of values is not the only way to align current mission with functional capabilities. There is more than one kind of effective hiring-for-fit approach than looking for "cultural" alignment (eg. "who can get the currently bottlenecked projects unstuck").
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Ie the "culture eats strategy" type delusion is a two-step conflation. 1. Step 1: confusing a set of behaviors that seem to work with the ONLY set of behaviors that COULD work 2. Step 2: confusing that set with the preferred abstractions you use to understand it
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Like, I often use the OODA/Blitzkrieg model as the basis for consulting. Depending on how you look at it, the "pieces" of that theory could be interpreted in a "culture" way or not, depending on the personal preferred style of the executive.
End of conversation
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