Organizational Clarity: RePackaging brands

As we all know organizations constantly repackage their products, the idea to rebuilt, retool, and reorganize is not only a foundational “brick” to building a successful organization. Most repackaging of products are successful, but there are some examples that most of us have lived through that have left us scratching our head. These organizations realized their mistakes and undid the repackaging process to get back to what their customers what they wanted.

For example, the new Coke is a very good example at not only repackaging but an entirely new product if you asked Coke customers, later the company would come out with Coke Classic and run that with the “new” Coke until there was only one left standing. Just recently Kylie Jenner repackaged her line of beauty products only with new packaging and a higher price, with the same old products inside. Being a “celebrity” and her product line not as globally used by a broad base of consumers can escape such scrutiny.

Although I have not used her products, it is still smart marketing as most people do not realize what they are paying for until it is too late. The smart part is that her company realized that their consumer base is paying for the “name” that goes with it, not the product as she rises in popularity so should her prices, or as reasoned by their actions. It is until it is too late will there be changes made to the new Coke formula will an organization retool their product from repackaged back to its original state, but only then.

Here is the article regarding Jenner’s repackaging error:

https://uk.style.yahoo.com/people-accusing-kylie-jenner-repackaging-103434739.html

Employees going Berserk at a Holiday Party: something for the Organizational Development Professional to consider.

I read an article regarding a fight at a company Christmas party at a high-end restaurant in New York, it is interesting how this sometimes occurs in during these events. As an Organizational Development (OD) professional one must think of such occurrences or keep them in the back of your head as you plan morale building or holiday events.

Usually, issues like this happen when alcohol is involved so having a boring, non-alcoholic party may not be on the top of anyone’s list as fun, but it saves the organization from bad press such as this. As an organization one cannot condone violence in the workplace or outside of it at company functions, therefore limiting alcohol, unfortunately. must be a possibility that the OD specialist must recommend to their clients.

At least it gets the professional in the clear of any blowback if a client rejects such a suggestion and this type of event occurs at the event the OD professional has created. What are your thoughts?

Here is the hyperlink to the article from the New York Post I mentioned above:

http://nypost.com/2016/12/17/ex-goldman-guy-went-beserk-at-holiday-party-punched-exec-in-the-face-suit/