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Leadership should clearly communicate the connection between culture shifts and business initiatives (e.g., cost-cutting) when transforming the current state.
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Leadership needs to work with business unit leaders to implement cultural changes.
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- Lasting cultural change is not overly ambitious or complex; it plays upon a company’s strengths and is
approached with simple solutions. - Leaders should take a cultural aspect that’s deeply ingrained in the core values of an organization and
build changes around this uniting concept. - Cultural aspects that are incongruent with business initiatives should be gradually shifted to align with
new business goals.
- Lasting cultural change is not overly ambitious or complex; it plays upon a company’s strengths and is
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- Employees may resent change that feels like a top down imposition. Organization wide change should
feel like a cooperative effort between leadership and employees. - Leadership should embrace and visibly support change.
- Employees may resent change that feels like a top down imposition. Organization wide change should
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- The most effective strategic initiatives are ones that are consistently reiterated by leadership.
- Repeated exposure to important objectives helps employees retain key messaging.
- Consistent communication is critical to building alignment and effectively executing new initiatives.
- Open communication with employees fosters a culture of transparency.
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- Leadership should rely on respected employees to drive cultural and strategic changes.
- Increased responsibility should be given to employees who embrace strategic and cultural shifts; they can effectively motivate peers and influence organic change within an organization.
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Leadership should play a proactive role in strategic changes by checking progress, course correction, and sharing best practices.
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Leadership should promote formal interventions through informal interactions.
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