Culture plays a pivotal role in shaping the success and sustainability of organisations. It sets the tone for employee behaviour, influences decision-making processes, and ultimately defines the organisation’s identity.
A 2021 Sloan Review article explained, “Companies cannot realise the true potential of digital transformation, embrace new business models, or implement new ways of working without supporting changes in organisational behaviours and norms.”
This is backed up by PWC’s 2021 Global Culture Survey, suggesting that 72% of leaders felt that culture was vital for preparing for further changes.
However, many culture change initiatives rarely achieve their intended outcomes because leaders often overcomplicate the change and underestimate the importance of getting the foundational elements right.
Drawing upon a decade of experience as a team leader, advisor, and corporate change agent, here are 10 essential guidelines to assist you in effectively navigating a successful cultural transformation.
1 – Leadership Role Modelling:
One of the fundamental aspects of culture change is the role of senior leadership. Leaders set the tone and must act as role models, embodying the desired cultural attributes and behaviours. However, it is equally important for leaders to empower employees to embrace the culture and drive ownership of its realisation down to the individual level. This requires fostering an environment where individuals feel encouraged to contribute and align their actions with the desired cultural values.
2 – Patience and Caution:
Cultivating the desired culture takes time and deliberate effort. It is crucial to exercise patience and avoid rushing the process. Rushing the process can undermine the authenticity and sustainability of the change. Devote adequate time to planning, communication, and engaging stakeholders at all levels of the organisation. Building a strong foundation and nurturing the desired cultural norms will yield more sustainable results.
3 – Addressing Unspoken Matters:
Often, unspoken issues and emotions linger within an organisation, influencing and reinforcing the prevailing culture. These underlying factors can impede successful culture change efforts. It is essential to encourage open dialogue and create channels for addressing unspoken matters and hidden assumptions. By acknowledging and addressing these concerns, organisations can foster trust, enhance employee morale, and create a more inclusive and supportive work environment.
4 – The Reason Why:
Effective culture change requires a clear understanding of the reasons behind it. Clearly articulating the purpose and rationale behind the desired cultural shift provides employees with a shared sense of direction and motivation. When the “why” is communicated effectively, employees are more likely to embrace the change and align their actions accordingly. Demonstrating the connection between culture and organisational goals can create a sense of purpose and inspire employees to contribute to the transformation.
5 – Continuous Evolution:
Culture is not a static entity; it is a living, breathing organism that evolves over time. To maintain a vibrant and adaptive culture, organisations must recognise that ongoing work is necessary. New challenges and opportunities will arise, requiring adjustments to cultural practices. Organisations should remain vigilant, actively monitoring and addressing any deviations from the desired cultural norms. Embracing a mindset of continuous improvement and evolution is vital to sustaining a healthy and thriving culture.
6 – Integration with Strategy and Purpose:
Culture and strategy are deeply interconnected. To achieve meaningful and lasting culture change, it is essential to align cultural initiatives with the organisation’s strategic objectives and purpose. Culture should not be treated as a separate initiative but rather integrated into all aspects of the business. By aligning culture with strategy, organisations create a powerful synergy that propels their success and fosters a cohesive and purpose-driven workforce.
7 – Proactivity and Priority:
Cultural change should not be a passive undertaking. Organisations must take a proactive stance in defining the desired culture and actively driving its implementation. Waiting for culture to emerge organically can lead to an inconsistent and fragmented culture. Making culture a priority involves setting clear expectations, establishing metrics for success, and ensuring that cultural alignment is considered in decision-making processes. By taking charge of culture, organisations can shape their destiny rather than being shaped by it.
8 – Keep it Simple:
Cultural change can seem daunting, but it is crucial not to overcomplicate the process. Sometimes, the perceived complexity can paralyse organisations, preventing them from taking action. Simplify the approach by breaking it down into manageable steps and focusing on practical actions that align with the desired cultural outcomes. By starting small and building momentum, organisations can initiate meaningful change and gradually expand their scope.
9 – Make it Business as Usual (BAU):
Cultural change should not be a one-time, large-scale program. Treating it as a separate initiative can create the perception that it has a defined start and end point, requiring additional resources and effort. Instead, cultural evolution should be woven into the fabric of daily operations. By integrating cultural change into everyday practices, organisations reinforce its importance and ensure that it becomes ingrained as a part of the organisation’s DNA.
10 – Stay Flexible:
While beginning with the “why” is ideal, it is not always feasible. Organisations should meet employees where they are on the cultural journey, even if it means starting with the “what” and “how” instead. Flexibility is essential to accommodate diverse perspectives and ensure that employees feel heard and valued. By starting from where they are, organisations can bridge gaps and foster collaboration in pursuit of the desired cultural transformation.
In conclusion,
Successfully transforming an organisation’s culture requires a strategic and thoughtful approach. By adhering to these guidelines, you can steer your team toward a positive cultural shift. Remember, culture change is a journey, not a destination, and it requires consistent effort and commitment from all levels of the organisation.
