#400 – HOW TO CREATE A POSITIVE RISK CULTURE – PATRICK OW

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There are several risk management solutions that organisations can implement to strengthen their organisational culture to create a positive ‘risk culture’ outcome.

These organisational practices include:

  1. Create an accountable organisation.
  2. Implement the appropriate organisational design.
  3. Create awareness of the strategic benefits of risk management.
  4. Create an effective risk governance structure.
  5. Create an effective risk function.
  6. Hire the right personality to head the risk function.
  7. Create a just and psychologically safe culture.
  8. Formalise informal risk communications.
  9. Create clear escalation and reporting pathways and trigger points.
  10. Simplify risk management tools, activities, and processes.

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#398 – CONSTRUCTIVE BEHAVIORS ENABLE EFFECTIVE RISK MANAGEMENT – PATRICK OW

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Organisational cultures can either enable or inhibit effective risk management through either constructive or defensive behavioural norms respectively.

When there is constructive organisational culture, people want to, rather than have to, manage risks and do good risk management. And when there is a defensive organisational culture, people avoid doing good risk management and only do risk management when they have to or are being forced, either by management or regulators, merely as a tick-the-box compliance exercise. Continue reading

#396 – DRIVERS OF POSITIVE ‘RISK CULTURE’ – PATRICK OW

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People conclude what is expected of them is based on cues received from the forces that they face daily. These forces drive what they believe and how they should behave – in either constructive or defensive ways. These behaviours can either enables or inhibits effective risk management. Continue reading

#394 – HOW TO CREATE A HEALTHY ORGANIZATION – PATRICK OW

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Healthy organisations create an environment where organisational members have mutual trust and respect for each other, especially in terms of how they decide and implement decisions. They create an environment in which organisational members are empowered to deal with their problems and where problems can be identified, discussed, and solved with mutual trust and respect through cooperation and communication amongst themselves. Continue reading

#391 – CHANGE STRUCTURE BEFORE STRATEGY – PATRICK OW

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Organisations are systems that consist of sub-systems like sales and production. Change impacts the organisational system and subsystems in different ways and speeds – sales may react quickly to the changing external environment, but production may take time to change the process. Unfortunately, people are the hardest to change. Continue reading