List
Print This Post Print This Post

Companies, as large or not so large social groupings, have an ideology ( a logic of ideas). It may not be called like that. Other people may choose to use the concept of ‘overall narrative’. Both are cousins for me. For weeks now I am researching what has been said (not a lot) or could be said about ‘company ideology’. My view is that, once you find that there is one, most things inside, its dynamics, power tensions, conflicts and paths of achievement, what gets rewarded and not, behaviours, values, etc, start making sense. Also, knowing the Idea-Logic (ideology) would have predictive value: the kind of people they will attract, how they will set up strategy, what will be considered success, etc.

For me, uncovering the Idea-Logic, is a way to untangle the ‘organizational logic’ that I was talking about in my previous mini-series: ‘Beyond mission and vision …and the rest. Reframing the company steering system in 2015’- 1,2,3,4&5.

I believe that the number of Idea-Logic variants that we find in companies is limited. There are not millions. A little bit like the universal literary scripts (e.g ‘The Seven Basic Plots’ Christopher Booker, 2004) and the myths.

Historically, and currently, all companies fall into some particular Idea-Logic, or ideology, perhaps dominating other secondary ones. My hypothesis is that although there may be some co-existing Idea-Logic, they must be compatible with the overriding one. And there is always one, explicit or not. Often, the dominating company language, its idiom, their dialects, are the first and obvious cue to uncover the true ideology.

This is not exactly the same as culture. Culture is the host, the container, the sum. If the ideology is very strong, ideology and culture may overlap significantly. But the culture may contain, and cater for, several Idea-Logic. Again, I still think there is always a dominant one.

I’ll be sharing some of those Idea-Logic (narratives) from time to time, as they build themselves into some shape in my own thinking, research and papers.

The first one in the list is ‘Business as War’.

You can see that there are companies in which the language of war has taken over. The idiom is full of winning, fighting or killing the competition, crashing others, gaining market share (the territorial conquest) and other military language of campaigns and attacks.

This Ideo-Logic ‘Business and War’, for example, has books entitled “Marketing as Warfare’ (1986), ‘Leadership Secrets of Attila the Hun’ (1989) and, above all, the references and variants of Sun Tzu ‘The Art of War’, plus the ubiquitous Machiavelli, just to name a tiny number of them. Lawrence Freedman in his magisterial treatise ‘Strategy’ (2015) dedicates a short chapter to this and draws parallels between business strategy and military strategy.

There is always a bit of ‘war narrative’ in many companies, by the very nature of the existence of something called ‘competition’. But it only becomes Idea-Logic (ideology) when this narrative takes over as  the overriding one.

Here, employees are warriors and managers are generals. They may not necessarily use the language but the frame may be strong enough to dominate.

This is one of some, a clear one. Let’s review others as they come along. Send your ideas!

By the way, ‘engagement’, as in Employee Engagement, is a military concept as well. Just a thought.

Keep up with the Daily Thoughts

Twitter Email

Would you like to comment?

Your email address will not be published. Required fields are marked *

To search my website, please use the form below.

  Daily Thoughts

September 27th, 2023

Redefining Talent Wealth

The war on talent McKinsey consultants started it with a book of the same title. By focusing on what it […]

September 8th, 2023

What I Learnt From The Monks: A Little Anthropology Of Leadership And Space On One Page

My friends, monks of a Benedictine monastery in the Highlands, Scotland, spend most of the time in silence. I mean, […]

August 23rd, 2023

Can We Rescue DEI From Its Trap (The Label)?

Most of the problems and challenges in organizations, together with most of the solutions, are behavioural in nature. It’s about […]

August 10th, 2023

Restructuring to force collaboration, is likely to create more anxiety than collaboration. Structural solutions for behavioural problems hardly work.

Sometimes restructuring is done with the intention of solving a collaboration problem. ´A people´ don’t talk to ´B people´; if […]

July 18th, 2023

The ‘Impossible To Disagree With’ School Of Management

‘Good leaders have empathy, respect employees and set the example. If you want to change things, you need to have […]

June 29th, 2023

Large scale change is not small scale change repeated many times. Small wins repeated are lots of small wins.

Large scale change, as a series of cascading small scale interventions (often under the philosophy of ‘small wins’) has dominated […]

June 6th, 2023

Culture change is not long and difficult. But we make it so…

I suppose the question is how long is long and how difficult is difficult? In general, business and organizational consulting have […]

May 19th, 2023

Value is an overused term in business and, as such, it’s becoming meaningless

Value, as usually used, means transactional monetary value. Usually it doesn’t mean intrinsic value, or value per se. For example, […]

May 4th, 2023

The importance of ‘critical thinking.’ Your own critical thinking is more effective at making your workplace better than any generic employee survey.

Build your own Employee Engagement argument for free. You can’t go wrong. Here are three baskets full of concepts: Basket […]

April 21st, 2023

´Busy-Ness’ Is A Trap

I went to a big conference where I was introduced by the chairman like this: “Welcome everybody. Lovely to have […]

April 14th, 2023

Training and culture change. The love affair that ends in tears.

It seems to be very hard for people to get away from the idea that if we just put individuals […]

April 11th, 2023

Teamocracies and Networkracies have different citizens: in-Habitants in team-work, riders in net-work

The old view of the organization is something close to the old concept of a medieval city, where citizenship was […]

April 5th, 2023

3 Ways To Get Approval From Your CEO Or Your Leadership Team

Way number 1: My team has developed these three options, A, B and C. Which one do you want us […]

March 29th, 2023

A Cheat Sheet To Create A Social Movement Tip = to shape organizational culture since both are the same.

Mobilizing people. This is another of the Holy Grails (how many have I said we have?) in management. Whether you […]

March 16th, 2023

Critical Thinking Self-Test: A 10 Point Health Check For Your Organization And Yourself. If any of these are a good picture of your organization, you need to put ‘critical thinking’ in the water supply.

Test yourself, and your organization. Do any of these apply? Doing lots, too fast without thinking. High adrenaline, not sure […]

March 9th, 2023

A culture of safety or a culture of training in safety?

Cultures are created by behaviours becoming the norm. Safety is at the core of many industries. Significant budgets are allocated […]

March 2nd, 2023

Empowerment is an output. If you can visualize it, you can craft it.

The real question is, what do you want to see happening so that you can say ‘people are empowered’? Employee […]

February 24th, 2023

A simple question will jumpstart your organization into change. It will also save you from months of pain spent reorganizing your people and teams.

The following line will short-cut months of (building) ‘alignment’, integration, reorganization, team building, coalition building, and any situation in which Peter, […]

February 20th, 2023

Lead Via Peer-To-Peer Networks – If you don’t lead via peer-to-peer networks, you’re only driving your car in first gear.

Peer-to-peer work, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is the […]

February 7th, 2023

Write a script, not a strategic plan

If you care about the journey and the place, you need a story. If you have a good, compelling one, […]

January 26th, 2023

3 self-sabotaging mechanisms in organizations

Organizations, like organisms, have embedded mechanisms of survival, of growth and also of self-sabotage. These are 3 self-sabotage systems to […]

January 10th, 2023

Who should be involved in culture change? All inclusive versus going where the energy is.

Many times, in my consulting work, I find myself facing a dilemma: Do I involve many people on the client’s […]

December 23rd, 2022

Tell what won’t change – Introducing 1 of my 40 rules of change

In any change programme that any organization wants to start, they will start by thinking of the things that they […]

December 16th, 2022

Scale It – Introducing 1 of my 40 rules of change

When creating effective change in any organization, there are 40 rules that, in my experience, are the key between success […]

December 5th, 2022

Assets & Strengths Base – Introducing 1 of my 40 rules of change

For more than 30 years I have been involved in ‘change’ in organizations. Again and again, some fundamental principles, and often […]

November 25th, 2022

Campaign It… is 1 of my 40 rules of change

When you filter out the noise, when you try to extract the core, the fundamentals, those ‘universal rules’ of change […]

October 31st, 2022

Hybrid or not hybrid? That’s not the question…

Culture is the new workplace If you want to have a conversation about the future of work, the nature of […]

October 24th, 2022

‘Powered by Viral Change™’: A Social Transformation Platform for the organization of the 21st Century

When we started to work on Viral Change™, as a way to create large scale behavioural and cultural change, and […]

October 14th, 2022

Corporate tribes, intellectual ghettos and open window policies

We talk a lot about silos in organizations usually in the context of Business Units or divisions. But these are not […]

October 7th, 2022

Peer Networks are the strongest force of action inside the organization

Peer-to-peer works, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is […]