Your Transformation Station - 105. Organizational Change Examples

Episode Date: March 23, 2022

With Favazza, insight discovery begins with organizational change examples that help leaders address the fundamentals. Is there a critical aspect of your business that you're overlooking? PODCAST INFO: Podcast website: ⁠⁠https://www.ytsthepodcast.com⁠⁠ Apple Podcasts: ⁠⁠https://www.ytsthepodcast.com/apple⁠⁠ Spotify: ⁠⁠https://www.ytsthepodcast.com/spotify⁠⁠ RSS: ⁠⁠https://www.ytsthepodcast.com/rss⁠⁠ YouTube: ⁠⁠https://www.ytsthepodcast.com/youtube⁠⁠ SUPPORT & CONNECT: - Facebook: ⁠⁠https://www.ytsthepodcast.com/facebook⁠⁠ - Instagram: ⁠⁠https://www.ytsthepodcast.com/instagram⁠⁠ - TikTok: ⁠⁠https://www.ytsthepodcast.com/tiktok⁠⁠ - Twitter: ⁠⁠https://www.ytsthepodcast.com/x⁠⁠ - Pinterest: ⁠⁠https://www.ytsthepodcast.com/pinterest⁠⁠ - Linkedin: ⁠⁠https://www.ytsthepodcast.com/linkedin⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Organizations do not illustrate transparency. Now, if they did, which they don't, Mark Zuckerberg, anyways, there has to be a balance on the equilibrium of transparency. When that is correct, now information can flow because everybody knows their job. Everybody trusts the system. This is your transformation station.

And now your host, Greg Favaza. Ladies and gentlemen, welcome back to your transformation station. I am your host, your one and only, Greg Favaza, here, right here with you today. I needed to stop and take a moment and share some with you guys. I've been working on some homework, and I really had like this aha moment. So what is the biggest problem that every organization is facing right now? Nothing? Okay.

I'm thinking it is the cycle of employee disengagement and a self-fulfilling prophecy. Now, those two go hand in hand when the employee does not receive the very thing that they're supposed to have gotten in the very beginning when they have entered the organization. And what is that? an actual in-death understanding what their job entails. Now, through my research and my reviews through what I came across, employees are accepting this, I don't want to call this. Accepting this. They're walking into this norm inside the culture,

the inside the organization that is predetermined already to what their job entails. Now, with that being said, that's already delegated down to the channels from the very top of corporate philosophy. The problem with that is, each individual is different. And as we are continuing to move forward in this. metadata like crazy, information overload like crazy, we cannot consume it all. So what are we doing? We are getting the surface of it.

And this is where it gets really crazy because I'm connecting the dots to a huge picture here. When we are getting a generalized understanding, we're lacking the conception and knowing what something actually is, the very definition. What does it stand for? What does it mean? How can you connect that to something else? The importance of that is that it integrates into other information. We are allowed to connect the dots, we can call that. We can connect other information to relate to something completely opposite within our brain

that wouldn't make any sense if I were to share it out loud. But the point I'm making here is that the information is surface. Now, this is where my intuition is picking up. so are the people. The people are also of surface because they don't understand the conception. And now when people don't open up because that requires transparency

and trust within an organization, that is no longer free-flowing within the organization. Meaning, let me backtrack a little bit. I went too deep. So at establishing a healthy organizational culture, having that healthy culture inside an organization, what does that need? What does that organization need? They need transparency and communication, but not just all the communication. I mean, transparency is great, but if the organization was too much on the transparent side,

then that would illustrate that they don't know what they're doing like me. However, I don't give a fuck because I'm proving you otherwise right now. When the other person or the organization is not transparent, then trust is now an issue not just on the employee side, but also in leadership. So if the leadership doesn't trust the corporate philosophy, the strategic level hierarchy, then the direct leadership is not going to be effective on training the employees when they're coming, when it's time for a refresher, when it's time to actually understand policies and procedures.

Thus, they have a, I think it's called a decentralized context, a decentralized context, contextual understanding in the concept of what their job means and how important is it when they come into a situation. The first thing they do is ask for help. Why? Wouldn't you want to try to address it and see if you can do it first? Now, yes, I definitely believe in giving help when somebody needs it. But if they go and request help, every time a situation arrives,

Nothing is being taught but only the surface level information. It's on a continuum now. It's because we allowed that to be the new standard. We don't have that conceptualized understanding where we can think and depth and rationalize a critical decision that someone's life may depend on it. Whenever you have to look at a situation and you get the way of the outcome of either this person dies or that person died, do you have the capabilities to understand that,

comprehend it underneath pressure? No. Why? Well, maybe you probably didn't go through the military like I did to be able to look at that. However, however now, we all have had experiences that put us under stress that still live with us to this very day

and are traumatizing by our own understanding of what is, hurtful versus what is not. Now, let me back this up because we're going into a wormhole. Organizations do not illustrate transparency. Now, if they did, which they don't, Mark Zuckerberg. Anyways, there has to be a balance on the equilibrium of transparency. When that is correct, now information can flow because

everybody knows their job. Everybody trusts the system. That is now free flowing. Well, guess what? Now when the information is free flowing, then the culture is free flowing. And then when the culture is healthy, then the leadership is on fucking point.

The issue that companies miss and taint it is when it comes to saving money. When it comes to cutting back on expenses, where do they go first? Time. How can we get more time? How about we'll take it from our employees? Now, they think they're saving time, but what I see is they're actually mishandling their own resources.

Because it's not the fact that they're, they lack the resources that they need. It's the fact that they mishandled it in the first place. It's like with us being in fucking debt. You think if we print more money, it's going to help us get rich? No. What the fuck are you thinking?

Why is everybody all on this same page? How come I'm seeing this shit? I can see it on every fucking institution. If you handle what you already have correctly, You wouldn't be in that process or in that position in the first place. This is a process. You don't just start tomorrow and fix your life when you're fucking homeless shit. You need to start fucking now.

You need to literally go back 20 years to where that fucking happened in the first place. What do you mean, Greg? I'm homeless now. What the fuck is that going to do if I look back 20 years? If you look back 20 years, you'll see the fact that, hey, this trauma that your fucking sibling fucked you up on has led. all the way to this very point where 10 years, you're now drinking excessively. You fall out of your fucking job because you smell like alcohol

and your boss and get the fuck out. Now, okay, I'll live in my car because I already lost the house already. Next, you get fucking pulled over. They fucking tow that shit. And now you're living out on the street, begging for fucking money and wondering, how the fuck did you get here? Well, I just told you your whole life in last three minutes.

Now, let's look at our future. within America. That is the problem is we do not know how to handle our resources when it comes to the organization. Has anybody thought of this? Has it came across your mind? And don't say it's the hidden obvious or you had the idea because we keep repeating history. We keep coming up with new ways to say we're going to save money. We keep coming up with new ways to say we're making a better system where we're more mechanical. We're driving innovation. The fundamentals is where it's fucking at.

The greatest military. Guess what they utilize. Guess what they reinforce the fundamentals. Now businesses. Leaders. Corporate philosophy. Combine that and understand your fucking you've done fucked up.

Now I lost it all. I had it. Like it was flowing and I got it. Now I lost it. But I hope you guys enjoyed that. I wanted to share that with you. I know as soon as I turn off this mic, I'm going to be like,

fuck. I wanted to say that, that and that. And yeah, it happens. You've been listening to your transformation station, your voice on the hard truths of leadership. We hope you've enjoyed the show.

We hope you've gotten some useful and practical information. Make sure to like, rate, and review the show. Remember, your transformation station is on all major platforms, including Facebook, Instagram, Pinterest, TikTok, and YouTube, and visit the website. Till next time. LifeLock, how can I help? The IRS said I filed my return, but I haven't.

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