Organizations with toxic cultures like Uber’s can win over the short term. But they can’t respond to change over time. Organizations that truly value collaboration and encourage employees to engage in healthy conflict like India’s Mu Sigma are better at seeing, communicating and acting on changes. This is Darwinian. Responsiveness to change is the most important determinant of survivability.
Uber is in trouble and probably not addressing the root cause of their issues.
They need to change. In a bid to do what Catherine Shu describes as “ heal its fractured company culture ” they’ve brought in Harvard Business School Professor Frances Frei as SVP of Leadership and Strategy with her model of clarity – communication – consistency . Clarity. One of the first things Frei is trying to at Uber is get everyone on the same page. She started by getting aligned with CEO […]