Furthermore, people need to learn how to live with each other in the new social era. This is why the founders of the organization should be around, and not just those who died prematurely, because they have seen it all before.
But how to teach the new values, how to deal with the new rules of behavior? How does the organization reward people, how do they make their body politic loyal, stay committed and engaged? These are lifelong learning challenges that we have not seen before. The early founders are still around and shape the organization’s first decades, but they cannot pass the baton to the next generation. Ensuring continuity by training newcomers to their new roles, or their trusted colleagues who help them succeed, by their strong personalities and great followers, will not be sufficient for the new culture.
For the next stage of the organization, many of the founders will move on to the world of leadership and politics. After that, we need mechanisms to teach the next generation, to select new leaders. The unfortunate reality is that we have not figured out how to train leaders, who will have to deal with very different world as we know it from the founders in their youth.
A culture of trust, commitment, loyalty, and zeal will be necessary for the organization to thrive. And sadly, these are not matters of personality as much as they are of the skills and traits of the organization’s members, from the top to those on the bottom. But this is where the organization must teach itself collectively.
EDGAR H. SCHEIN is the Society of Sloan Fellows Professor of Management Emeritus and a professor emeritus at the MIT Sloan School of Management. A world-renowned expert on organizational culture credited with founding the field, he is the bestselling author of Humble Inquiry, Helping, and Humble Consulting.
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