Dr. Desmond-Hellmann Accomplishments

Often times when people think of what truly measures a business’s success they think of awards, revenues, profits, and just essentially the return on investment received. Chief executive officer of the Bill and Melinda Gates Foundation, Dr. Desmond-Hellmann, has come up with a different way of measuring success. Her vision includes the number of lives saved; number of people who have a chance at a healthy, productive life; how many students can aspire to in their lives (Mckay, 2017). The culture that Dr. Sue Desmond-Hellmann has brought to the table at the Bill and Melinda Gates Foundation takes place with value-based management. She has used the three phases of planned change to change the company, unfreezing, changing, and refreezing.

Desmond-Hellmann was originally a chancellor at the University of California. She is now the first Chief Executive Officer to come from somewhere outside of the Microsoft company, so in the beginning she really had to gain Bill and Melinda Gate’s trust to be able to make the big decisions that a CEO does. When Dr. Desmond-Hellmann first came to the organization, they never made her try to figure out their strategy, she knew that the company had ambitions in global health and in particular, infectious, diseases that affect poor people more often than not. She was able to show them what she was capable of accomplishing by recognizing that there was a problem with how they viewed their accomplishments. She also showed them that she was able to organize people and bring them together all on the same page to focus on the most important task at hand. By recognizing this problem Dr. Desmond-Hellmann has partaken in the unfreezing stage of an organization. The unfreezing stage is the phase during which a situation is prepared for change. In order to be able to do this stage successfully there need to be three things done, these include: establishing a good relationship with the people involved, helping others realize that present behaviors are not effective, and minimizing expressed resistance to change. Essentially what this means is that a person notices a problem that they can fix and be able to bring it to the attention of higher ups if there are any. Dr.

Sue Desmond-Hellmann has brought a completely different organizational structure to the Bill and Melinda Gates Foundation. An organizational structure is a system of shared beliefs and values guiding behavior. In particular, Dr. Desmond-Hellmann has brought a strong organizational structure, which is an organizational structure that is clear, well defined, and widely shared among the organizational structures. The specific strong organizational structure that Dr. Desmond-Hellmann has come up with is a value-based management which focuses on mostly non-monetary rewards such as allowing more people to live a better live than they would have without the organization. This is a great way for companies to view successes because it takes them away from solely focusing on the profit they are or aren’t making. Profit is a very important thing to worry about but when it comes down to it you must be ethical to be viewed as a great company. If is brought to the public that a company is unethical then their profits decrease substantially because people don’t want to give business to an unethical company. Dr. Desmond-Hellmann was able to find an ethical way to view the company’s success and use change planning to enforce the views which is great for the