Managing Through Cultural Change

“94% of executives and 88% of employees believe a distinct

workplace culture is important to business success.”

                      -Deloitte                     

It's pretty clear that we are going through cultural transformation, by our own choice or now. Once the need has been established, or the ball starts rolling, the best a leader can do is manage the change intentionally. Intention cultural transformation is anchored to core values, driven by senior leaders and inclusive of all stakeholders (this means employees!) and structured to produce short- and long-term positive results. 

Especially when change is catalyzed by external events--funding, political shifts, competing priorities--Without structure--it can be difficult to take control of the process. But structure doesn't mean "having everything figured out" or that "the outcome is guaranteed". Instead, structure creates a knowable process that invites ideas, voices, even concerns in ways that allow them to be heard and addressed along the way. Without the ability for people to get and stay connected to culture change, negative behaviors begin to rear their ugly heads--apathy, pettiness, entrenched negativity and pessimism--all of which can prevent the level of engagement and innovation needed most during these times. 

As one leader reflected:

"The culture of any organization is shaped by the worst behavior the leader is willing to tolerate." 

This quote reminds us of the importance of alignment. Leadership behaviors and organizational systems must reflect the culture we aspire to create. 

Seven Areas of Organizational Focus

1. Resource Allocation: Ensure financial and non-financial resources align with organizational priorities and values.
2. Internal Communication: Foster transparent and consistent communication, ensuring key messages reach all levels of the organization.
3. Leadership: Equip leaders to model desired behaviors and drive culture change.
4. Management: Position managers as stewards of culture, providing them with tools to uphold shared values.
5. Information Sharing: Balance transparency with confidentiality to build trust and inclusivity.
6. Decision-Making: Adopt participatory and transparent processes that encourage broad buy-in.
7. Employee Engagement: Actively involve employees across roles, ensuring they feel connected to the organization’s mission.

A Framework for Managing Cultural Transformation

Step 1: Hear It
Communicate the “what,” “why,” and “how” of cultural change, aligning the message with organizational values.

Step 2: Believe It
Create learning opportunities and tools that enable employees to practice new behaviors and build skills.

Step 3: Live It
Integrate the desired culture into everyday systems and practices, ensuring it becomes the norm.

Steps for Managers and Leaders

1. Conduct a Cultural Audit: Evaluate systems, processes, and practices for alignment with espoused values.
2. Empower Leadership: Train leaders and managers to model and reinforce the desired culture.
3. Celebrate Wins: Highlight examples of alignment between culture and actions to sustain momentum.
4. Monitor Progress: Use feedback loops and metrics to assess the impact of changes, adjusting as needed.

Living it every day is just making a choice to keep going, focus on what it is that you have already committed to, and bring others along for the process. Together, we are transforming in ways that allow us and the important people around us to feel and be valued, included, and honored.