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CULTURE CHANGE

Designing a performance-based culture change process is arguably one of the most challenging undertakings in change management.

Particularly when the goal is to achieve measurable performance improvement across the entire organization, rather than simply conducting a costly, fad-driven fair-weather event.

The critical success factors are:

  • Strategic design of the culture

  • Complexity reduction through the analysis of the network

  • Transfer instruments for the realization of the new culture

  • Scaling procedure for widespread implementation

Explanation of the success factors

Strategic design of the culture

The starting point for the new culture is the future. The consequences for the future factual being are derived from the sensitive analysis of the future demands on an organization as well as from the intensive perception of trends from the development of customer needs. The link between future success and the culture formed for it and its effects is the real challenge.

Complexity reduction through analysis of the network

Such projects tend to want to get bigger and bigger, which sometimes ends in total overload. Therefore, it is necessary to reduce the complexity to a few factors. We know from tipping point research that, especially in highly complex contexts, there are usually only a few leverage factors that have a massive influence on what happens.

Transfer instruments for the realization of the new culture

Managers have an important role in such a process. They should be prepared for their role in special training. Another task for the executives is to be available as coaches, so it makes sense to build up a coach pool.

The multipliers “sparks” should also be prepared for their role. One instrument is 360° feedback for managers and employees. In addition, a simultaneous measurement system is needed to make the implementation status in the individual areas visible.

Scaling procedure for widespread implementation

Scaling is particularly important in culture change processes, as all employees are affected by the project.

The aim is to drive a long-term process forward with energy. It requires goal congruence on a broad basis, commitment from as many as possible, and the willingness and ability to make the necessary changes a reality. This requires inspiration and communication of the meaningfulness of the new world, commitment through psychological investment and neutral influencers for widespread dissemination.

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Kulturveränderungsprozess
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