True culture change means altering the way the organization lives and breathes
An existing culture is based on shared philosophies, ideologies, values, assumptions, beliefs and attitudes. Transforming, sustaining and allowing for evolution of a culture is a complex process requiring a clearly articulated strategic aim, underpinning objectives and long term programme coordination and mobilization of resources.
So, what are the keys to CREATE a cultural change? Cultural change that sticks?
Driving organizational culture change – Changing an organization’s culture
Clarify values and organizational culture code
Reinforce the vision and purpose – Ensure that everyone in the organization is clear on vision, values, culture code and how those elements lead to success
Empower behaviors aligned with values, culture code and vision
Align conversations up and down the organization
Target effort on high impacts areas
Emphasize success, plan for wins, celebrate change
Don’t shortcut the process of cultural change
Organizations may try to shortcut the process of cultural change by:
Organizational culture is slow to build, pervasive and hard to change
Changing practices without changing values – Leaders often create new programs or policies without attempting to change the underlying beliefs that guide individual choices. Employees and supervisors who don’t believe in the change will at best not support it, and at worst undermine it.
Any cultural change involves changing the mindset and instincts of each person in the company. This does not happen overnight. So, patience and persistence is required to continue down the path for the one to three years it will often take to realize a full and complete cultural change in your organization.
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