Role of new staff in changing culture LO26572

From: Jan Lelie (
Date: 04/23/01

Replying to LO26556 --

Hi Warren,

If i remember correctly this issue has been discussed on this list before,
hasn't it? From my own private writings i think that i can quote that new
staff has about three months to make a change in a culture. After that
they are assimilated - emborged -, embittered waiting for their pension or
are looking for new jobs. Usually they become consultants, stating that a
culture change is best realized through new staff, but they do not have
empirical data to support that, so i have none.

Also, most organisations have a filtering department called HR to prevent
meme-virusses from entering the blood stream of an organisation. I safely
bypassed them, but they watched me closely and tried to snatch me from the
organization at any opportunity they had (offering a nice new position in
far away places, a carreer with the company and finally they just paid to
leave). It is generally assumed - generalization by me - that the higher
in the organisation you enter, the bigger the chance to make an impact or
change. That is not the case, you only are paid better and it takes more
time to find a new job.

Well, you can count on me!

Jan Lelie

Warren Adams wrote:

> I am looking for some empirical research in this area or writers who have
> proclaimed its value...


With kind regards - met vriendelijke groeten,

Jan Lelie

Drs J.C. Lelie CPIM (Jan) LOGISENS - Sparring Partner in Logistical Development mind@work est. 1998 - Group Resolution Process Support Tel.: (+ 31) (0)70 3243475 or car: (+ 31)(0)65 4685114 and/or taoSystems: + 31 (0)30 6377973 -

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