{"success":true,"count":1,"items":[{"videoId":"zClAdLw4yRI","chunkIndex":0,"totalChunks":1,"title":"Simon Sinek: How to start a cultural change?","thumbnail":"https://i.ytimg.com/vi/zClAdLw4yRI/maxresdefault.jpg","duration":521,"uploader":"DenkProducties","youtubeUrl":"https://www.youtube.com/watch?v=zClAdLw4yRI","keywords":["leadership","organizational-change","culture","innovation","diffusion","management","business-strategy","training","change-management"],"normalizedKeywords":["리더십·매니지먼트","비즈니스·전략","교육"],"targetAudience":[{"who":"경영진","why":"문화 변화를 일방적 캠페인처럼 밀어붙일 때 생기는 실패를 이해할 수 있음"},{"who":"조직개발 담당자","why":"변화 확산을 위한 초기 지지자 전략과 실행 방식을 배울 수 있음"},{"who":"인사·교육 기획자","why":"강제 교육보다 자발적 참여를 만드는 설계 원리를 얻을 수 있음"}],"normalizedAudience":["창업자·스타트업","지식노동자 일반"],"summary":"이 영상은 기업 문화 변화를 '런칭하는 캠페인'처럼 다루면 왜 실패하는지 설명한다. 시몬 사이넥은 혁신 확산의 법칙과 얼리 어답터/캐즘 개념을 빌려, 대다수는 본질적으로 회의적이고 실용적이므로 강제 참여로는 변화를 만들기 어렵다고 말한다. 대신 소수의 초기 수용자에게 먼저 집중해 자발적 참여와 내부 수요를 만들고, 그들이 현장에서 확산시키게 해야 문화가 실제로 자리 잡는다고 주장한다.\n\n그는 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