A robust organisational culture is essential for reducing the necessity for continual managerial oversight, enabling employees to act effectively and autonomously in line with company goals and values. Glenn Carroll, Professor of Management and Organisational Behaviour at the Stanford Graduate School of Business, observes that in a well-steered culture, “people don’t need to be told what to do—they’re already endowed with the spirit of the place.” With 80% of executives wanting to change their company’s culture, the question arises: how can leaders facilitate culture change in their organisation?
1. Begin by actively listening
The initial step is engaging your workforce by soliciting input from staff across all levels. By assembling diverse perspectives on your organisation’s identity and its approach to serving clients, you can better implement cultural shifts that resonate with your team. Furthermore, evaluating what your employees require will help ensure that your new culture is well-received and embraced.
2. Enlist “activators” amongst your colleagues
Activators are employees who volunteer to spearhead discussions with colleagues and offer feedback on what is successful and what needs improvement. These individuals can inspire their teams to adopt new values, playing a crucial role in leading cultural transformation. In addition to driving change, activators often gain access to organisational leaders, providing opportunities for personal growth and nurturing a pipeline of future leaders within the company.
3. Communicate crucial messages repeatedly
Carroll notes that the “real work” involves conveying your organisation’s core values until they are thoroughly understood at every level. This may necessitate leaders to reiterate key messages continuously, ensuring relevance and engagement for all. The significance of consistency in messaging cannot be overemphasised; as former GE CEO Jack Welch stated, great managers are “relentless and boring.”
4. Evaluate the state of culture and individual performance through that lens
To monitor your cultural transformation, organisations can utilise regular pulse surveys to assess progress in areas such as engagement, well-being, inclusion, and manager effectiveness. Evaluating employees based on their contributions to the company’s culture guarantees alignment between individual performance and the organisation’s values.
5. Clearly define what is culturally off-limits
In addition to outlining positive cultural attributes, organisations should communicate any behaviours that undermine the desired culture. Offering a clear understanding of which actions are considered counterproductive can eliminate ambiguity and empower leaders to take corrective action when necessary.
6. Integrate inclusion within your values
An inclusive culture corresponds with the organisational need to bring together diverse teams to address critical business issues. By cultivating a culture of care, belonging, and inclusion, diversity, equity, and inclusion (DEI) initiatives can be seamlessly embedded into your company’s value system.
7. Treat artificial intelligence as a cultural endeavour
As technology continues to shape the future of work, organisations must incorporate artificial intelligence as part of their core values. Encouraging employees to utilise technology, such as AI, to enhance work processes can play an essential role in defining your organisation’s culture.
Anticipate a culture change project to take time
Cultural transformations are not instantaneous processes. Leaders should expect to devote several years to the successful implementation of values and behaviours before they become ingrained in the organisation.
In conclusion, implementing enduring cultural change demands a strategic approach, proactive employee engagement, and persistence. By adopting these eight steps and effectively enlisting “activators” within their organisation, leaders can drive significant change that results in lasting positive effects on their company’s culture, operations, and overall success.
At Global Coach Group UK (GCG UK), we are committed to harnessing the full potential of leadership coaching by promoting the involvement of coworkers in the development proces. For more information on how GCG UK can assist your leaders visit our Leadership Coaching page. Connect with our network of over 4,000 exceptional coaches to begin your leaders’ journey towards confident and effective leadership today.