Michael
Bonsignore, CEO of Honeywell, states that Honeywell will not be an extension of
the old Honeywell or Allied Signal. He is creating a new culture that blends
the best of the merged companies of Honeywell and Allied Signal. He says that
Honeywell will compensate and reward people that look for best practices from
both companies in creating a new corporate culture and punish those who do not.
Do you predict Honeywell will be successful?
Yes, I do
believe that Honeywell will be successful because both companies merging have shown
success, but mainly because they recognized there was a need for change and
they are making efforts to rejuvenate the organization. Some of the benefits
going into the new version will be combining the good things each of the
companies did prior to the merge and integrating these qualities into where the
company is going next. Bonsignore focuses much of his interview on the
importance of communicating to his employees and having solid relationships built
on a foundation of understanding and trust. Gordon noted that Bonsignore is
very good at organizing his business and his organizational skills are what drive
the company. He also stated that he conveys confidence and this is why people
vote for him. Bonsignore has the ability to connect with people and business. Bonsignore
believes that combining rewards and making employees feel like they are part of
a team creates a strong culture at Honeywell, and communication is key to
creating a culture of success. Ways in which he develops these types of
relationships with his employees is keeping them in the know with lunches, team
meetings and town halls.
Bonsignore
states that employees at Honeywell will be more willing to deal with hardship
as long as they know there’s a light at the end of the tunnel. He compares the
importance of transmitting this communication similarly to a football huddle.
During a football game the team communicates and performs together much like an
organization has to, as a team. This reflects how he’s able to lead his
organization through adversity by commutating with employees asking for common
issues when creating that vision of change. Another strong point the interview transfers
is that bigger isn’t better because quality is just as important when
integrating change. Bonsignore wants to continue serving customers while exposing
employees to what their needs and wants are throughout the change effort.
One way
that he able to do this well throughout his career is to use his own personal
experiences in order to try and prevent unwanted bad experiences from occurring
at Honeywell. He wants to discover what customers want and give it to them in a
personalized humanistic way that will empower his employees to follow these
same standards.
• What barriers do you see based on what
you observed in the video?
Structural:
The fact that there is change at all levels creates stress at all levels. Dealing
with reorganization, eliminating employee positions, gaining trust of employees
and relocation of headquarters are a lot of changes that many employees will
lose faith in the company. Bonsignore has relocated headquarters and many
employees’ jobs were lost in the reorganization of Honeywell. I feel
structurally he needs to reestablish some trust within the culture. Employees
may be reluctant to embrace all of the changes so creating a strong vision of
where he can take the organization and how he plans to get there will be
extremely important. Employees will need to be aware of who they will report so
communicating as much information to them as possible will be beneficial for
Honeywell.
Technological:
Bonsignore needs to implement modifications and limitations of how everyone can
carry out their job responsibilities. Training on new technologies that are
going to be used will be important in the transformation. For example if
Honeywell and Alliance used different operating systems they will need to focus
on a system that suits all departments within the entire organization while
maintaining their customer’s needs.
Behavioral:
Bonsignore will need to focus on boosting morale and increase the motivation
among his employees in order to create a culture of commitment and loyalty. He
needs to continue communicating with employees through his lunches, town halls
and meetings in order to remain fluid. Channels of communication should flow up
and down, and concerns of his employees should be known and resolved with all
efforts possible. Creating an adaptable culture throughout the organization
will help him use his talented employees to improve the organization at all
levels.
• What critical success factors should
Honeywell consider as it crafts its organizational strategies around a new
culture?
Bonsignore
will need to consider what the employees need. He needs to communicate that he
wants them to exceed limitations by getting them on board with his vision and encourage
them to show adaptability by relating to the employees. He will need to
increase his ability to use interpersonal skills by communicating and
representing accountability. Bonsignore should explain this in his vision by
concentrating on where the company is going as one unit and how they are going
to get there together. He will need to find a balance on how to enact the
vision and carry out his responsibilities. In the interview he explains that a
plan of action, growth, and investment prioritization give a clear specific
road map for the culture. He also focuses on creating known expectations or
norms for the culture to recognize and understand what is expected of them in
order to create commitment with a healthy blend of quantitative and qualitative.
Bonsignore also needs to continue to foster innovation and creativity while
remaining humble.
• What can you take away from this exercise
to immediately use in your career?
What I
can personally take away from this exercise and use in my career is the
understanding that no matter what level I hold within my company I am just as
important as the CEO when I am performing my roles. Meaning we are a unit and
without each person performing we would not function properly. A representation
of this would be the human body. No matter what organ I am in the body without
me doing my job the body would not function and no one organ over the other is
more important. If I am the heart I rely on the brain and other parts to
perform their responsibilities to do my own and same for the brain. If any one
organ or functionality within the body shuts down everyone and everything is
affected and this is the same moral I was able to take away form these two
leaders. We are all relying on one another in every organization and in order
to be successful we must work together. If I have a day when I am not feeling
very valued I will be able to zoom out and look at my career and all the
intricate processes and find my own value within the larger picture and
remember that as I move upward in the organization.
Films On
Demand - View Playlist [Video file]. (n.d.). Retrieved from http://digital.films.com/play/GWEU7L
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