How do you implement a cultural change transformation?
27.04.2018 at 20:36 h / Edited 06.07.2018 at 18:41 h
Alex Data Analyst
A company wants to initiate the implementation of a cultural change transformation. How do you build and run such a project in order to implement sustainable values and convictions?
Larry Helping Companies Grow: Retained Search, Relationship Management Coaching, and Executive Outplacement.
Question #1 is "who is driving the change." It can't be HR! HR can facilitate, educate, and schedule. But it can't be the driver. The driver has to be the CEO. And the first intervention has to be with the Board of Directors. If the Board becomes a role model for the culture the company seeks to show then it all flows downhill in a hierarchical system. Check boardoptions.com and google "Platform for Success" in PSYCHOLOGY TODAY. See our attached MIT SLOAN MANAGEMENT REVIEW on Board Self Evaluation as a first step in corporate culture change.
Once change is done at the Board level, then the CEO can point to the Board as a role model for what the CEO expects of employees.
If the Board says, "No Way!" Or the CEO says, "I'm not going there....." then you might find institutional culture change an intervention "full of sound and fury and signifying nothing."
Nikola I study, apply and teach success strategies
For such a change I would follow the ADKAR model or the 8 step process for leading change of Kotter. They seem to cover all needed aspects and deal with resistance to change. Also there are some books that could help the transformation. My favourite ones are:
Who moved my cheese
Who killed change
The energy bus
Finally I would recommend also focusing on a strong change story that will lead the way and create a compelling vision.
Feel free to contact me if you need further details.
George George Lellis✔CIM Chartered Marketer for profitable brand and business growth ►Food & Drink | FMCG & OTC | Consumer Tech
Cultural Change transformation is nothing else but change management.
The change management plan can start with a situational audit, a segmentation of internal stakeholders on a much more systematic basis taking into account the typical 7S McKinsey Matrix so as to see where actually this change will be needed.
Later on, if you want to change the culture itself at its core, there are many models like the Paradigm or the Flower or even the Iceberg where you can run and validate them with the rest of your team.
The most important thing is to bring them on board.
Most change management plans do fail because the company moves ahead without keeping the employees engaged with the process.
So before planning, talking and jotting down individual inputs is far more helpful in the early days of planning.
Would that help at all to keep things going?
Chuck LEAN Business Consultant
Cultural transformation is an evolving and developing process of shifting a company culture that takes place based on the values and organization of your company.
The reward? A thriving, values-driven company culture that drives sustainable success.
A cultural transformation requires taking an introspective look at your company and making changes to you shape your policies, commitments, processes, and behaviors, so they reflect the values and beliefs of your employees. The result of a successful cultural transformation process will be your employees knowing what your company stands for, what defines it, and what distinguishes you from other organizations, and thriving in such working environment.
A well-rounded cultural transformation will change the way your employees think, act and deliver your services and products to your customers. Every interaction should reflect your cultural values, from the first time that a customer makes contact with your company to the very end of the transaction.
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