Culture Change Management Program
Organizations around the world recognize the growing importance of culture change. As people remain the key differentiator in business success, companies are seeking ways to build more productive workplace cultures. Many organizations respond by enrolling their management teams in culture change programs, hoping to equip them with the necessary skills.
- Why do these programs often fail?
- What strategies can make them more effective?
- How can we ensure lasting, productive behavior change?
The Eight Values of Corporate Culture Change
My research suggests there are eight values that align the needs and interests of organizations and employees. WINNERS-at-WORK has a culture change management program that teaches people the relevance of these eight values and how they can be implemented into the fabric of any organization. The change is about the implementation of these eight values. Organizational culture management is measuring, monitoring, implementing & evaluating these eight values. Ultimately, corporate culture change is about the extent to which behaviors consistently reflect these values in the daily workplace. The core values that drive effective culture change are:
Flexible deployment
Customer-focus
Performance-focus
Project-based work
Human spirit and work
Commitment
Learning & development
Open information
Why Most Culture Change Programs Fall Short
These are the foundation of corporate culture change. Organizational culture management is about making sure these values are sustainable. Our culture change management program explains in practical detail how this is done. Organizational culture management is a core leadership skill in the twenty-first century and we teach you how to do this.
Limitations of Traditional Culture Change Programs
In contrast, many programs fail to address values. Culture change management is therefore going to be ineffective in the long-term. For instance, replacing the current CRM system might sound like a good idea. But unless the value of customer-focus doesn’t permeate throughout the corporate culture, a new piece of software won’t provide the answer. Corporate change begins with values. We explain to your clients that organizational culture management is much more then implementing a system, model, or applying a process. So, in summary, most culture change initiatives fail.
They fail because the program managers attend doesn’t emphasis the importance of values. This change is all about values, not process. It’s not the processes that need managing; it is the values that need attention. Corporate culture change is about changing people’s thinking. By changing people’s thinking, you ultimately change their behavior. Behavior change then becomes sustainable and culture change takes place. Most organizational culture change management programs spent too much time and attention on structure and process, and too little time on what’s important to employees. The eight values we have just described above are in the interests of all stakeholders. These eight values align the individual with the organization. That’s the key to successful culture change.