While many aspects of change are apparent and obvious, there are also many more factors that are hidden under the surface, and more ubiquitous
Some aspects of organizational culture are visible on the surface, like the tip of an iceberg, while others are implicit and submerged within the organization.
Because these ingrained assumptions are tacit and below the surface, they are not easy to see or deal with, although they affect everything the organization does.
Most of an icebergs bulk lies below the surface. Ships that ignore the ice below the water are in mortal danger. Likewise, organizational change efforts may flounder because of a lack of organizational focus.
The iceberg that sinks organizational change
The change management iceberg is visualizing the essence of change in organizations: Dealing with organizational barriers. It is better to be mindful of things below the surface!
The iceberg that sinks organizational change – How does the iceberg impact organizational change
Before embarking on change make sure to understand the organizational culture! Don’t leave it unattended.
It’s like trying to build a house without a foundation – it’ll look good for a short while, until the walls fall down!
Changing an organization’s culture
Changing an organization’s culture is one of the most difficult leadership challenges. That’s because an organization’s culture comprises an interlocking set of goals, roles, processes, values, communications practices, attitudes and assumptions.
The elements fit together as an mutually reinforcing system and combine to prevent any attempt to change it.
“Strong” doesn’t mean fixed
A strong culture is vital for organizational success – but “strong” doesn’t mean fixed. As the organizational goals and strategy change over time, so too should culture intentionally be changed.
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