Why would you bother with Culture? Simple: if you don't work with culture, it might work against your organization's much-needed change. And you'll never know what hit you... Or, maybe you have your suspicions - as we can see from the research findings below:
You’ve witnessed the collective intelligence that can be used in an effective OCAI-workshop or Change Circle in the University Library case I shared. Positive leadership is an enabler for this collective intelligence to emerge...
We understand what current culture entails from values down to behaviors and we have identified the “shadow side”: the less-effective behaviors that we would like to stop, do less of, or change in any way.
In my last post, we identified four strategies of organizational change. Today, we'll take a look at strategies 3 and 4: to engage people and to personally embody the change. As discussed, organizational change has to start where people are: we depart from the (potentially blocking) current culture. Next, we let people develop their change plan including an empowering, positive culture with new behaviors.
Now we know how change tends to succeed, how it can fail, and how to check the four archetypes of culture as a starting point for change, let’s see how we can engage people as this is a crucial condition for successful change. What are strategies to organizational change?