Changing a culture in an organisation is a pretty hard thing to do and because of this, many companies put it at the bottom of their ‘to do’ list. However, a business owner or CEO would be advised to bring it to the fore, because when positive cultural forces align with strategic priorities, it can accelerate a company’s drive to gain the competitive edge.
Corporate cultures constantly slowly evolve…FACT! You can’t change a culture overnight…..FACT!
Behaviours are the most powerful aspect of real change because what people actually do is much more powerful than what they say or believe.
Once a company is clear about its strategic vision and the direction of travel has been defined, then it must look at the behaviours that will support achieving the vision. What are the cultural attributes that already exist and work well for the company. These should be acknowledged, celebrated and retained. Then it’s important to analyse the themed behaviours that are seen as hindrance to delivering the vision and focus on shifting these. Remember, a total culture make-over is unrealistic, could get your colleagues backs up and isn’t the right way forward.
Your leaders are key to driving the right culture and the change required. Role modelling and championing are critical if the journey to a new, desired culture is going to come to fruition. Make sure your leaders understand their role as change agents; know the behaviours they should be role modelling and championing, are clear on what’s expected from them and can support, empower and enable their teams as the change journey develops and unfurls.
I read an article that resonated with me and covered many of the key principles that should be addressed as a company looks to evolve its culture. It’s definitely worth a read if culture is a hot topic in your organisation and something you’re interested in.
And finally don’t forget, when looking at driving a performance-driven culture for your company, it’s not a sprint, it’s a marathon – expect an evolution, not a revolution.