When things are not going well—for example, good employees are leaving, commitment seems lacking, productivity is not up to par—an organization needs to make some changes. But where do you start? Unless the remedy is clear, rather than making isolated changes, the smarter strategy is to examine the culture of the organization.
When you incorporate change through a culture-defining and alignment process, the organization clarifies the desired values, reviews current practices, and creates a plan for more effectively living those core culture principles. Through this process, expectations for behavior are understood. Any behaviors that are not in sync with the core values are seen as a gap that must quickly be remedied.
Many believe that organizational culture change is a long and involved process. But when employees participate in defining and molding the culture to enhance the organization’s ability to succeed, then the changes that emerge are easier to implement.
Use organizational culture change to bring needed change to your company. Let change management really be a process of defining your core culture, auditing your Practices and Projections, and executing a plan to live the core culture principles and values better each and every day. Bring change from the inside out. Treat your organization as a system. Link organization change to the culture that is valued.