Ever notice how some corporations operate more like a cult than a business interested in growing and innovating? Note that this does not apply to every corporation (just in case you thought I was being a little cynical). Think about it, don’t cults require that you see everything the way the leadership does? Don’t cults kind of demand and value conformity. Does that remind you of the corporation you work for?
Here’s some ways to tell whether you’re in a cult versus a thriving corporation/enterprise:
- If they haven’t started any new businesses (inside or outside of their core disciplines) in the last five years, they’re probably a cult.
- If they frown on true diversity (thought, personality, style, etc.) they’re a cult.
- If they see value in dissension, they’re most likely a thriving enterprise.
- If they serve their customer’s needs based on what those customers have asked for, they’re probably a thriving enterprise.
- If they’re more interested, and spend most of their time on, in what happens internally (policies, procedures and meetings that go no where), then they’re a cult.
Which one do you work for?
Great questions. Seems like sometimes the enterprise can be a great organization, but the middle/senior level leaders make it a cult. We sometimes have to distinguish between “everyone” and “some people.
I can only comment on my many years of association with banks. I would have to say that the majority of banks that I communicate with operate more like cults than a thriving enterprise. As you stated, they are more interested in spending most of their time on, in what happens internally such as policies, procedures and meetings that are a complete waste of time. Unfortunately, that mindset only serves the needs of a few executives and the insightful, innovative employees make a quick exit. I cannot see how anyone can truly thrive in a cult corporation.
Yes, Eric, the same applies to marriages, families, churches, non-profits, etc. I’m reminded of the “Dead Sea Syndrome” – everything going in, nothing coming out, results in death. Also reminded of the quip – “feedback is the breakfast of champions.”
Great insights. Your message reminds me of the words of Ken Blanchard: Leadership is not something you do to people, it’s something you do with people. Effective corporations and ministries have learned this lesson.