Are your top executives trying to impose a particular culture on your workforce?
Much has been said on this topic, but here are eight crucial culture change secrets I have learned that most leaders and self-anointed culture experts typically don’t understand nor use to improve results:
1. Culture is built through shared learning and mutual experience.
The foundation of effectively shifting or evolving culture does not come from popular approaches such as:
Leaders can facilitate shared learning and mutual experience so improvements are clearly identified, captured and spread to deliver results throughout their team.
2. Don’t focus on trying to change culture.
Focus on a problem, challenge or goal and how culture is affecting the related work positively and negatively. Don’t create a general “culture plan” in which the connection to the results of the organization is unclear or debatable. Engage the organization to a much greater degree on one of your top priorities so you drive the shared learning, mutual experience and results faster than general culture work.
3. Results or consequences are necessary for any new cultural attribute to form.