The culture of an organization has a significant impact on the overall success rate of change initiatives. Weak process culture implies lack of proper teamwork.  The signs of a weak process culture includes no collaboration amongst different teams, morale is low, and process and change initiatives frequently seem to fail. One of its biggest cause is invisible leadership. Now, to turn around a weak process culture, the following steps maybe followed:

      1.  Demonstrate active leadership

      2.  Empower the real process owners

     3.  Sustain momentum – deploy into structured change

     4.  Provide process guidance

     5.  Sustain communication

With the building blocks for a strong improvement culture in place, teams will feel empowered to collaborate on improvement efforts. Engaged teams armed with the right attitude can take any tools and turn their efforts into real improvement for your customers and for your bottom line. Read more at  https://www.processexcellencenetwork.com/organizational-change/articles/how-to-spot-and-fix-a-weak-process-culture

According to Gene Pease, CEO of Vestrics, "The power of predictive analytics is you can understand where your investments are working". In the last few years, the idea of hiring, retaining and training employees has been a foreign concept for many companies due to the downsizing. Thus, predictive analysis in collaboration with HR is proving to be one of the ways managers are modernizing with their hiring and engagement practices. Organizations can thus create the profile of workers that should fill a particular position. According to writer Anne Loehr, "The biggest benefit is that predictive analytics can help remove human bias". Thus customized on-boarding and leadership development programs may evolve out of predictive analytics in the near future.  Read more about this article at:  http://fieldservice.com/2015/05/26/predictive-analytics-a-magic-bullet-for-field-service-hiring-managers/