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May 02

Culture Changes Key Part of Transition

Michael Watkins, author of “The First 90 Days” recently launched an interesting discussion in Harvard Business Review’s LinkedIn group, asking participants to define what is meant by an organization’s culture.  Here are some of my favorites:

  • Culture reveals how things are done, reflecting the fundamental values and ethics by which an organization operates, as well as the perceptions and commitment of its staff.
  • Culture can be classified into at least four types: Group/Relationship Culture (focused on teamwork and morale); Developmental Culture (rewards entrepreneurship and risk-taking); Rational/ Process-Oriented Culture (characterized by achievement and meeting goals) and; Hierarchical Culture (rewards rules, regulations and stability.)
  • The culture of an organization is the sum of all the words and actions of all members.  An organization’s stated…culture may be captured in its vision, mission and values, but the actual culture is how people behave and speak at work.
  • Organizational culture is “how we do it here.”

No matter how one defines it, understanding an organization’s culture and how to move forward within it, is vital for military leaders in transition from military service.  While one can debate the feasibility and merits of changing an organization’s culture, and the role any given individual can play in that process, it is not something that will happen overnight, if it happens at all. The more a transitioning military leader can learn about a new workplace culture and correctly assess the fit, the greater the prospects for a smoother professional transition.

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Adapting to a new culture is just one of the important topics that will be explored at the upcoming Military Officers’ Association of America (MOAA) Military Executives in Transition (MET) Program to be held on May 14, 2013 in Alexandria, Virginia.  I will be co-facilitating this one-day workshop which will be limited to 15 attendees; there are still a few slots left for those looking for a deeper dive into what it takes to make a successful transition into the civilian workforce.

The MET workshop goes beyond traditional ETAP course focus on resumes and interviewing, to delve more deeply into other critical components of the transition process, including:

Cultural/psychological component of transition into civilian life.

• Building a stronger and broader network to accelerate your job search.

• Strategies for using recruiters and the opportunity for a group discussion with an experienced executive recruiter.

• Identifying mentors and developing professional relationships.

• Key lessons designed to engender success during the first three months in your new job.

• A moderated panel of your successfully-transitioned colleagues who are now either self-employed or working in the public, private, nonprofit and academic sectors.

In addition to the one-day workshop, the registration fee also gives you, at NO ADDITIONAL CHARGE, access to:

MOAA’s Career Center (job board and resume bank);

• Resume development assistance;

• Online video interview preparation services;

• Hands-on social media job-search training session;

• Five hours of post-seminar personalized mentoring/coaching with a dedicated career management consultant;

• One hour of post-seminar personalized financial planning consultation from one of our registered staff Certified Financial Planners; and

• One hour of post-seminar personalized health care consultation with our MOAA healthcare subject matter expert.

Parking and lunch are also included.

The workshop and ALL of these additional benefits are included in the $499.00 registration fee for senior officers, with an additional discount available for MOAA members and as well as phased payment options.

TO REGISTER: Please email met@moaa.org with “MET Registration” in the subject line. Be sure to include your full name, your daytime phone number, and your MOAA membership number (if applicable).

 

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