IBA CEE workshop on managing the maintenance department

Identification of Right and Wrong people in a Corporate Culture

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There are two types of people can be found in a corporate culture; NPS infected person and the right person.

Not Possible Syndrome (NPS)


  • Complex structure
  • Limitation of resource
  • Past adverse experience
  • Information Flow barriers
  • Me sincere
  • Blame game
  • Not my job
  • Someday Island

People who suffer from NPS will often talk about the complex structure of their organization, where improvement is impossible.

People who suffer from NPS will often grumble about limitation of resources, no matter how much the resources are increased.

NPS people would often talk about past adverse experiences when they took ‘initiative’ and were demoralized and degraded.

NPS people would often talk about information flow barriers and would easily shift their failure and poor performance on lack of information.

NPS people have a ‘me sincere, others need control’ mentality and would always poke their nose in others affairs.

NPS people have a blame-game mentality and would always search for scape-goat on whom to place the blame.

NPS people always say ‘not my job’ even if this results in company reputation, severelosses or customer dissatisfaction.

NPS people live in a ‘someday Island’ and dream that someday a good leader will come and straighten people, including me.

Charateristics of right people

  • Core values
  • Responsibility
  • Committed people
  • Self-managed
  • Passion
  • Window-to-mirror maturity

Right people understands the core values of the organization. Personal and organizational core values doesn’t conflicts.

Right people understands that they don’t have a job, they have a responsibility.

Right people are so committed and self-managed. They don’t need any manager to manage them, they are so well organized by themselves.

Right peoples are so passionate about their responsibility/job.

Window to mirror maturity which also called level five leader (Good to great by Jim Collin), than the right people in an organization share the share and accept the mistakes. More exaggeratedly, they open the window when getting credit of any success to their team and sit in front of mirror to focus on his own mistakes instead of blaming the team for any misfortune or losing.

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