When managers and executives adjust their conduct and demeanor in consideration of the cultural landscape, they will become real leaders. (매니저나 임원이 문화적 환경을 고려하여 자신의 행동과 처신을 조율할 때, 진정한 리더가 될 수 있다.) --- 본문 중에서
Changes in the leader affect changes in the organizational climate, and so if a leader wishes to change the organizational climate, he or she would do well to start from within. (리더가 바뀌면 조직 풍토의 변화에 영향을 미친다. 리더가 조직 풍토를 바꾸고자 한다면, 자신의 내면으로부터시작되어야 한다.) --- 본문 중에서
Horizontal leadership is a much better way to deal with diversity, because this kind of mindset allows you to easily adapt to any situation. (수평적인 리더십이 다양성을 다루는데 훨씬 더 좋은 방법이다. 이러한 마음가짐이 어떤 상황이더라도 적응하도록 하기 때문이다.) --- 본문 중에서
A truly horizontal structure is impossible without free discussions, in which managed conflict is a possibility. (갈등이 관리되는 자유로운 토론이 없다면 진정한 수평 구조는 불가능하다.) --- 본문 중에서
I personally believe that the silent rules that have governed us in the past are still preventing us from moving forward. (그동안 지배해 온 암묵적인 규칙들이 앞으로 나아가는데 여전히 방해가 되고 있다.)
The author provides a thought-provoking and meaningful pulse check on who I am, who my managers and executives are, and what my organization is like. This book will become a handbook on the change in corporate cultures that Korean corporations face nowadays. - Kim Een-kyung (Sr. HR Manager at Microsoft Korea)
The organizational improvements that this book suggests will be greatly conducive to the life of foreign managers and executives in Korea; in particular, the coaching program this book is based upon demands attention. - Yoon So-kyum (Manager of HRD Planning Team at Kia Motors Corporation)
Understanding an organization’s culture means that you understand the organization as a whole. In order to truly know an organization, you must know its employees, leadership, ways of working, and, more than anything else, its values.