four Components For Profitable Steady Cultural Transformation
Guide. Community. Purpose. Property.
Every organization has its own distinctive culture. Some companies put a lot of work into establishing a strong culture that aligns with the organization’s vision and mission. Others gain a culture through their most dedicated employees, through their actions and their leadership. Sometimes a company’s mission and vision change or the culture just doesn’t fit the time. The change in corporate culture is known as “cultural transformation”.
A cultural transformation differs from the establishment of an organizational culture, mainly because of the change component. When it comes to cultural transformation, we don’t start from scratch. We have to understand where we are, what we are changing and where we want to be. We have to communicate the change and, more importantly, we have to win the employees over to the change and involve them in the implementation. We have to overcome barriers, convince stakeholders of the benefits and implement the new measures.
Cultural transformations can bring a lot of energy to an organization. They can encourage creativity, innovation, and community building. Cultural transformations are great for the bottom line when done right. But … what happens after that? The changes have been implemented, the new initiatives are taking effect, the employees are committed. What will happen in six months, one year, three years? A cultural transformation doesn’t just end. If we don’t keep the fire going, the fire will go out. The same applies to cultural transformations and organizational changes. So let’s see what the most important elements of a successful continuous cultural transformation are.
1. Change is everyone’s responsibility
Communicate, communicate, communicate. Then communicate a little more.
This is probably the most important concept to keep in mind with any change initiative, and especially with cultural transformation. We cannot drive change by forcing the vision of a few leaders. Change and continuous change require the participation of everyone in the organization: executives, employees and management at all levels. The cultural change is only effective and sustainable if the employees are committed to establishing the culture and are ready and proactive to identify potential for improvement. To achieve this, every change, initiative and idea should be communicated to everyone in a way that makes sense to them.
The message to the executives can relate to forecasts and ROIs. The message to managers should explain their share in the larger initiatives and the reasons for the changes that are specific to them. A healthy corporate culture, for example, values diversity and inclusion. Saying something to bosses like “Make sure you practice diversity and inclusion” doesn’t mean a lot. The statement, “When you have completed these tasks, let the planner and quality control team know what to expect” is very specific and sends the message of collaboration, teamwork and awareness of other roles. Targeted communication ensures effective communication. It also benefits property. Everyone should understand their role and place in the process, but also the importance of their contribution to the company’s ongoing cultural change.
2. Continuous training and development
We already know that learning is not a one-time event. Reinforcements, refreshments, onboarding, and re-boarding are critical to building and maintaining new habits. As changes are implemented, ensure that your training strategy includes appropriate learning outcomes and assessments so that you can measure and adjust the program as needed. A strong learning strategy is based on established goals that match the goals of cultural transformation. Understanding these goals and empowering them through ongoing communication, training and development provides purpose. When employees have ownership and purpose, they are engaged and more willing to go the extra mile.
3. Recognize successes
Continuous cultural change is difficult. Everyone needs to think critically about their behavior, align it with the company’s values and find ways to improve it. It is important that we remember the people who make the transformation possible. One way to create an ongoing process is to regularly share success stories and acknowledge those involved. Employees are motivated for a performance through recognition and praise. Creates public recognition through sharing and spotlighting Community.
4. Develop great leaders
No continuous process can be successful without great things guide. The executives need to be the cheerleaders, they need to continue to spread a consistent message, the company’s vision and mission, standards and expectations. You should also be an example. People want to be led with authenticity and vulnerability. Great leaders admit their mistakes and share their successes and failures. Employees want to be managed caringly and consistently. For us humans these qualities are natural. We find them in our families, in our friends and we also expect them in the work group.
Any successful ongoing cultural change depends on good leaders who can sustain a community that is built on ownership and determination.
Obsidian creates custom, interactive learning programs that engage learners, accelerate skill development, and improve overall company performance. We are a team of professional learners with a passion for creating effective learning experiences.