Multiple elements are considered key factors in an organization’s success. The #culture of an organization, or the #beliefs that #influence the behavior of its employees, is one of the elements that plays a vital role in an organization’s progress, or otherwise.
The #culture of an organization sets a tone of functioning within the #organization. Not just the technical goings-on but the informal interaction, norms and practices are all extensions of the culture of an organization. The connect between #leaders and their #teams, the relationship, clarity and understanding within colleagues in a team, are all inculcated and impacted by the culture of the organization.
Many teams have been known to lose their best resources due to an outdated or unsavory culture that is stifling to #employees. On the other hand, organizations have thrived and built their reputation solely on grounds of their evolving culture and consequently attracted the best talent in the industry too.
#Workplace culture expert Shane Green rightly shares that “Younger workers are not afraid to leave jobs or managers for a better situation. If a company wants to retain its best and brightest, then they need to deliver a good to great employee experience.”
An organization is usually motivated to change their culture by observing their competitors in the same segment. This could be a direct #motivation through comparison, or then an indirect one where competitive progress or evolution brings on a loss in terms of revenue, resources or reputation.
Redundant practices, norms, way of work & functioning With time and conditioning, organizations sometimes develop a way of work or functioning, nonverbal ractices or unsaid norms in their culture. Some of these practices could be hierarchy; seniority based ranking order, refrained #communication with leadership. Others could be cultural selection, #gender roles and biases, neglect or disregard towards #diversity and #inclusion. Such practices or the lack of progress with the times could hold an organization back in the race towards an evolving and more effective work culture. Acknowledging this gap could be a great start or motivation towards cultural #transformation.
Employees are either assets or a liability to an organization. Tolerance towards few rebellious or unethical employees may seem quite harmless initially, but their gative attitude or practices could rub off on other team members and encourage detrimental #behavior all around. If repetitive, such factors could also be disturbing for other employees who would look at it as a festering toxic organizational culture, leading them to look for better work environments. Curbing behavioral, attitudinal or practical discrepancies and the need to set a better tone for the long run, may call for a cultural shift in the organization. Crisis, Performance and Growth of Organization.
Sometimes, the motivation behind a cultural transformation in an organization, isn’t a positive one.
Significant dip in performance, an extreme or crisis situation in the organization could push the management to critically examine its culture and consider bringing certain changes, or entire transformations.
Mergers & acquisitions, in view of growth could also bring in drastic shift in the culture of an organization. These growth driven transformations could make or break the organization depending on how well they are planned and executed.
+ How Organizations can Initiate Cultural Change
+ Here’s one of the best pointers to initiate cultural transformation in an organization
+ Don’t start by reorganizing; Start by observing, understanding, analyzing.
+ The starting point of cultural transformation is about a lot of questioning
+ What are the #values you’d like your organizational culture to represent?
Revisit the existing organizational values, goals, #vision. Are they in sync with the times? Do you want to change some of them; which ones?
Adopt beliefs, mindsets, behaviors and processes that are consistent with the desired organizational culture. What are they, when they translate into actions, practices and #policies? Ensure they are inculcated, ingrained and carried out at all levels in the organization.
Critically review and fine tune all work systems. Make sure all processes and systems align with the desired culture, right from employee selection to #promotions, performance management, pay practices, decision making and policy enforcement.
Transformation of an organization’s culture is one of the most difficult leadership and management challenges. It essentially requires patient, resilient and unwavering leadership, with a trustworthy and committed army of policy executors.
True & in-depth transformation could be a long drawn #process, and needs regular reinforcement. Changing a culture is a large-scale undertaking that takes careful #strategy and #planning.
Understand and value the importance of clarity, #communication and conviction at every step of the cultural transformation.
It is way tougher to transform the existing culture of an organization, than to build or create a culture in a new #workforce or team. Once a workplace culture is already set or established, fixed values, underlying beliefs, norms and behaviors must be unlearned, before new ones can be learned and a new way of work can be paved.
DOOR International South East Asia (DISEA), an entity of DOOR International, is headquartered in Mumbai and handles the operations of DOOR International in South East Asia. With a robust team of certified facilitators, consultants and coaches we cater to our clientele across 24 countries in the territory. We are dedicated to, and passionate about, improving the performance and effectiveness of leaders, teams and organizations. We translate company strategies into results on a #global scale and strive to be a true #solution provider for our #customers by understanding their needs, #business strategy and structures. Our specialties include programs that bring about Organizational Transformation, Behavioral Training Programs, Leadership Development Programs, Accountability Training Suite, Global Delivery Capability with local customization, Culture Building, Coaching Solutions, and TNI Based Customized Solutions