A step by step guide to paint a new future for your organization
There is much more in a painting than you can see on the surface.
Most of the paintings have layers, and no, I do not mean the metaphorical layers of the meaning of art. Actually, most traditional paintings have physical layers, such as previous editors now painted and reduce the taking and perception of the process itself. These leftover images refer to the “pentimental”, and are an essential part of painting something beautiful. That said, without the help of radiographs or infrared lights, the pentimental of a painting is practical invisible to all.
This leaked perspective is exactly why it is so difficult to understand how work culture can change. Most people only see a snapshot of the culture of a company, a specific time designed to look and feel as well as possible. In a nutshell, we see the final painting and absolutely none of the Pentimenti. Consistently, most leaders do not understand how much judgment and error is necessary to institute the cultural changes that last.
Many leaders want the product, edifying and efficient culture, but do not respect the process. They want creatures of cultural initiatives, but they have little understanding of where the company has a leg or where it should go. They just want to paint about the Pentimenti and move on to something new. Unfortunately, this is how you paint a masterpiece.
I have spent decades training very and very successful C-Suite professionals. At that time, I have witnessed the entire spectrum or success when it comes to cultural transformations. Some cultural movements lose steam before starting, while others inspire significant and sustainable changes in the company. The difference is almost always to understand and respect the process, and this step by step guide can serve as its reminder.
This is the pentiment that is behind the masterpiece you are trying to paint.
Step 1: Paint the “perfect” image.
Start with an ideal vision of success. How should this masterpiece be? What topic should it portray? What emotions should invoke? What is your “perfect” idea or work culture?
This step has very few reintinations. It’s not about what is practical, but what is possible. An ideal point of view is the first perfect addition to the Pentimenti of our painting, and that idealism will act as a framework for the entire process. In a nutshell, this is the skeleton of a masterpiece.
It is not surprising that idealistic leaders stand out at this stage of the process. His strong sense of vision and condemned values means that the basis of painting is always pressing against future commitment. In fact, some studies show that idealistic leadership is an effective shock absorber against fraudulent activities promoted by greed.
Step 2: Listen carefully to the first impressions.
Now, the steps begin to be more difficult. Because? Because feedback has officially entered the conversation. Creations and concepts may feel very precious, especially when those ideas are deeply connected to the way we imagine the future of our organization. That said, it is not uncommon for the most experienced professionals to go back to criticism towards something they appreciate so much.
Unfortunately, this would be a lost opportunity, not only due to the fact that 41% of employees have left a job because they felt that no one was listening, but also because it is the only way to raise the culture it needs. Otherwise, the painting would stop in its first layer. Without evolution. No settings. There is no masterpiece.
Did you know that advanced image techniques have revealed that Mona Lisa’s original left hand was a disaster? It looked more like something from a cursed compilation than an Italian teacher. It was only after several layers of pentiments that the paint reached its final form. This is the reason why the successes of learning leadership and feedback that takes over the behavior go hand in hand.
Step 3: Convert those impressions into a processable vision.
Of course, these first impressions are equivalent to very few unless they are registered and classified in the action service. It always surprises me when I meet organizations that have had problems creating employee comments programs without focusing on processable resolutions. In many cases, thesis programs do an excellent job when collecting comments and highlighting significant data.
However, they do not ask the most basic question: “Why do these data points require action?”
Step 4: Draw a scheme or what should change.
Do you remember the original frame for your masterpiece? The skeleton of idealism? Well, it’s time to make some serious adjustments. If you have already identified the data that demand action, then this is simply to have an approximate idea of what that action should be. Remember, although they paint a section of a masterpiece at the same time, you always need to know where you are going.
This framework should resemble your first childhood attempts in those books “How to Draw.” Many deleted brands. Many overturn lines. Lots or pentimenti. Then, a final skeleton sketch that inspires pride because it was to get there.
Step 5: From there, complete the details.
If I would like to keep the letter of things, this step simply read: “Repeat the steps one to four until it is over.”
Of course, that advice does not paint the complete picture for you, but it gives you a good idea of what is needed to create the culture that your organization wants and needs. They need a lot of iteration and a lot of return and love. After all, the pentimental of a painting is not there because the artist really likes to do the same again and again. He is there for what was necessary to make his vision.
Unlike art, his vision is a shared vision. It is not a unique concept of a person with each review in the service of that vision. Instead, it is an intentional collaboration where each Pentimenti layer is added in an attempt to create a masterpiece that adds everyone.
Start respecting the Pentimenti.
Painting a masterpiece and creating sustainable cultural change are discouraging tasks, and they are not normal things that you get in the first attempt. That is why Pentimenti is an expected and respected part of the process. Try and fail. Conceive and reconceive. Devise and review. Release and receive comments. This is the take and take that makes possible the discouraging tasks over time. This is the type of iteration that places its edifying and efficient cultivation at reach.
Written by Dr. Sam Adeyemi.
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