Cultural change: Does your organization need it?
Managing culture and driving cultural change is fundamental to running a thriving business.
There are times when cultural change is a time-sensitive priority. For example, have you had leadership change? Are you going through a merger or acquisition? Is turnover high? Has morale dropped? Have you experienced a public embarrassment? All of these illuminate a need to understand culture and manage cultural change. Yes, neglecting culture can be devastating to the health of your organization.
Even in the best of times, you want everyone to unite around a small set of core principles and values that will drive success. Above all, you want to build a culture that stimulates pride, drives achievement, and contributes to society.
Now is the time to define your core culture and weave those principles and values into everything you do. Above all, take these steps to make culture your hidden asset. Make culture be the force that drives your business.
Cultural change, Step #1: Conduct a culture assessment. Define your organization’s central principles and core values.
Do you know how to conduct an organizational culture assessment? In other words, do you know how to identify the principles and values that are core to your culture? Uncover the Purpose, distinctive and enduring Philosophy, and strategic Priorities. The process must be an organization-wide experience. In effect, everyone participates!
Cultural change, Step #2: Survey employees. Identify the most critical drivers to increase employee engagement.
Survey employee engagement to obtain your Employee Engagement Index. And, discover the key drivers of engagement. These key drivers are your prime opportunities to increase employee engagement. Likewise, they are the universal Priorities of your Core Culture. Your workplace must be a humane workplace. To that end, it must bring out the best in each individual. Therefore, this survey highlights the Priorities to focus on internally. As a result, employees and the organization will thrive.
Cultural change, Step #3: Finally, manage cultural change by aligning the Five Ps.
Align the Five Ps. To sum it up, employees must practice the principles and values that drive performance. This means align the Practices and Projections with the Purpose, Philosophy, and Priorities of the Core Culture. Everyone’s goal is to be better at living the Core Culture each and every day.
Now, there is a cultural change management strategy that unites everyone in the organization. All will share a set of central principles and core values that will guide change and drive success. To sum up, achieve success for the company and for each employee working for it!
You can manage cultural change from the inside out. Just integrate the Core Culture principles and values in everything you do.
Sometimes, you only need to be better at being who you say you are. Other times, you need more extreme change in order to thrive.
Successful companies know their Core Culture. Additionally, employees align the Five Ps each and every day.
You can watch this video to learn about the importance of alignment. Above all, achieve successful cultural change by aligning your Core Culture with the Practices and Projections.
Consulting, speaking and books
Have Sheila help you define and shape your organizational culture and manage cultural change.
- Sheila provides consulting services. She is also a culture coach. Sheila provides in-person and virtual culture support.
- Invite her to speak to your group on the power of purpose and core values, culture change, and employee engagement.
- And, of course, read her books on culture and culture change.
Contact Sheila to guide you in driving cultural change. Make culture be the force that drives your business.
Sheila is President of Workplace Culture Institute, LLC. Her management consulting firm is based in Atlanta, serving companies globally. Sheila conducts cultural assessments and employee engagement surveys, and facilitates culture change by aligning the Five Ps. Use the Contact Form to email Sheila.