Change is Possible in Big Organizations
Some say big and old organizations can’t change. Positive changes at Yahoo may show us how CHANGE is possible.
The point which grabbed my eye was , Mayer bringing a “sense of vision and urgency”:
1. Vision: Critical as staff in a large company want to know what the overall vision and strategy of the company is. That is totally different than a CEO demanding innovation, or working off of a corporate strategic script. Vision is that hunger, desire, passion to want to make the company something exceptional. Not generate more revenue (which is the model of most CEO’s) but to change the culture of the company.
2. Urgency: Setting an urgent and active pace in achieving the goals and vision. Not demanding, but rather being part of the process of speeding the pace and achieving the impossible.
To do so a CEO has to be comfortable in bringing about disruption and innovation into the company AND to lead by example.
I totally felt the hunger, vision and urgency when I saw Marissa on stage at TechCrunch Disrupt in NY a few months ago. She was not acting like a old-style CEO, rather she was totally excited about the vision and the possibilities ahead. I am not a Yahoo employee, but I was totally jazzed listening to her speak…. I am delighted to see her succeeding in her role at Yahoo.
To have a successful Ecosystem of Disruption, true change comes from above and below across all change agents.
The CEO inspires the board, the employees, the market, investors and all parties involved. Mayer came in after a large number of ineffective CEO’s and brought vision, drive, passion and urgency. Imagine, if every CEO would do the same! Imagine the possibility for change. Yes, still challenges ahead and mistakes will be made, but exciting to see positive change at Yahoo!
What do you think? How could your company adopt these same changes?
Related articles
