THE LRM METHODOLOGY: IDENTITY, ORGANIZATIONAL CULTURE AND BUSINESS MINDSET AS FOUNDATIONS OF FREEDOM AND HIGH PERFORMANCE
DOI:
https://doi.org/10.47820/recima21.v6i9.6764Keywords:
Organizational culture; Business mindset; Identity; Leadership; Freedom; LRM Methodology.Abstract
This work presents the LRM Methodology (Lead Relationship Management) developed from more than three decades of practical experience across different sectors — from retail to the pharmaceutical industry, from business management to spiritual leadership and the high-performance corporate environment. The main limitations of contemporary organizations are not limited to processes or strategies. Studies by Gallup (2023), Deloitte (2022), and McKinsey (2021) show that engagement, purpose, and culture explain the highest rates of dissatisfaction and turnover at work. Research by Schein (2017) and Kotter & Heskett (1992) confirms that identity and organizational culture are critical sustainability factors, while Dweck (2006) and Taleb (2012) emphasize that growth mindsets are essential for adaptation and innovation. Based on principles of organizational culture (SCHEIN, 2017), leadership (Drucker, 1999; Kotter, 2012), and mindset psychology (DWECK, 2006), the article discusses how the LRM Methodology integrates identity, values, leadership, and business beliefs into a practical approach to restore business health and generate emotional, financial, and organizational freedom. Practical application examples, belief reprogramming exercises, and cases of companies that transformed their results through the conscious implementation of culture and growth mindset are presented.
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