I don't know if I had more trouble finding examples of "Sacred Bulls" within my organization, or if I had more trouble finding examples that I wanted to admit to...
Anyways, here we go...
1) During my organization's election period, people ran for positions because they were "easy" and because you "didn't have to do much".
This was a very common theme/idea when I first joined my fraternity. I don't know who started or accepted this idea, but I was not a big fan of it. The way that I went about solving this was basically to tell everyone before they were elected that they would be expected to perform what their office required. I think this deterred the people who wanted the position because it would look good on a resume and really allowed other people to step up, fill the positions, and shine.
2) People "look the other way" when people don't adhere to rules and values of our Organization.
At first, the issues that were violated when minor, but I think that's led to more and more issues being overlooked. This may have an effect on the first issue I mentioned. While this was happening, the quality of men that were allowed in our fraternity steadily declined. Now, we're having to do a lot more work to attract the quality of men we really want.
I know this is a really short blog, but these are really the two major "Sacred Bulls" that I've noticed and worked to fix within my organization.
How can you reframe these sacred bulls in ways that will positively affect your membership or leadership in an organization? What can you try, who will need to be on board, and how do you begin the change process related to those things that are so ingrained in your group’s culture?
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