REDEFINING

ORGANIZATION

Presented by:
CHARESS D. RUSTIA
PhD-EdM
 Dan Pontefract argues that
some, if not many,
organizations have
forgotten what they once
WHAT IS stood for. It is time, he
“REDEFINING says, to review, refocus,
ORGANIZATION”? recreate and thus redefine
their true purpose.
2
 If people do the same
thing day in day out, they
will never develop new
skills. With organizational
WHY SHOULD WE change and changing
REDEFINE organizational culture
OR CHANGE comes skill growth and
ORGANIZATION? development.
3
HOW TO REDEFINE ORGANIZATION?

“Redefining Organization”
also means developing or
redefining your leadership
style
4
HOW TO REDEFINE ORGANIZATION?

DESIGN A MORE HUMAN

ORGANIZATION

CULTIVATE A GROWTH
MINDSET CULTURE

MAKE LEARNING BETTER,

NOT WORSE

5
DESIGN A MORE HUMAN
ORGANIZATION

In the midst of a human rights crisis, the most important way for organizations to be more
human is by building a truly inclusive culture. Organizations also need to make diverse
voices heard. “Diversity means having a seat at the table, but inclusion means having a
voice as well.”
DESIGN A MORE HUMAN
ORGANIZATION
Building a truly inclusive culture is
challenging. But creating a space that
welcomes all voices—including
dissenting ones—helps teams evaluate
information more accurately and make
better, more balanced decisions. The
result is an organization that’s not only
fairer, but also more effective.
DESIGN A MORE HUMAN
ORGANIZATION

The second part of building a more

human culture is minimizing social
threat in the workplace. But even after
the pandemic subsides, threat can still
undermine productivity.
9
CULTIVATE A GROWTH
MINDSET CULTURE
People who cultivate a growth mindset see
crisis as an opportunity to learn, grow, and
improve their skills. Because they believe
their skills and abilities can be improved,
they feel equipped to cope with whatever
the crisis throws their way. For them,
extraordinary situations can actually be
energizing, helping them stay focused on
solutions, goals, and improvement.
CULTIVATE A GROWTH
MINDSET CULTURE
By cultivating a growth mindset culture,
organizations can not only sidestep the
hazards of crisis next time one comes
along—they can leverage the current crisis
to reinvent themselves and emerge
stronger and more agile.
MAKE LEARNING BETTER,
NOT WORSE

Virtual learning has been labeled as

“second-best modality”—tedious,
boring, and ineffective.

It doesn’t have to be this way.

MAKE LEARNING BETTER,
NOT WORSE
By following the science of learning,
organizations can create virtual
learning programs that are in fact far
more effective than traditional in-
person learning workshops. Here’s how
to design virtual learning from the
ground up based on the way memory
works in the brain.
 “RESPEC “DESIGN
“HARNES FOR
“BE S THE T THE
ESSENTIA BEHAVIOR
POWER LIMITS CHANGE,
L, NOT OF OF
EXHAUST NOT NET
SPACING. ATTENTI PROMOTIO
IVE. ”
“Design for behavior
.” ON.” Nscore
change, SCORE
not Net Promotion
(NPS) .”
(NPS) .”
REFERENCES:
https://www.globalfocusmagazine.com/redefining-the-
organisation/

https://www.thehrdigest.com/3-ways-to-redefine-your-
organization-for-a-new-era/

https://digitalleadership.com/blog/why-is-organizational-
change-important/