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 Culture
change is a great mystery to most leaders because they deal
exclusively with the external dimensions of organizational
reality (structure, technology, systems, processes, markets,
competitors) and are not skilled or attentive to the internal
human dimensions (thoughts, feelings, values, motivations,
fears, desires.)
We have been observing what works and does not work in
culture change for twenty-five years. Our primary finding is
that the only way to change culture is through a
multi-dimensional, integral approach. This approach touches
and engages people physically, emotionally, mentally, and
spiritually, and weaves this holistic work throughout change
interventions at the individual, relationship, team, and
organizational levels. This approach is thorough, broad, and
deep. But most importantly—it works.
 Here are our basic findings from our
twenty-five years of action research about how to change
culture and how each would influence our approach to changing
your culture.
- Leadership mindset, behavior, and style establish and
sustain culture. Therefore, we would deliver significant
"Leadership Breakthrough" and "Self Mastery" training to
teach your leaders how to transform themselves and their
style.
- Because leadership—and change leadership—style
reflect your organization's culture, you can effectively
model your new culture to employees by transforming how you
lead your change efforts. Consequently, we would provide
extensive training and coaching for your change leaders and
show them how to lead your change efforts in ways that
reflect your desired culture.
- Culture change cannot succeed separately from the real
work of your organization. Culture change must involve line
leaders in altering the way in which real work gets done.
Therefore, we would engage your line leaders in identifying
how they can ensure that work gets done in ways that model
your desired culture. This will initiate numerous local
change efforts that involve employees.
- The structures, systems, and processes of your
organization must reflect and promote your desired culture.
Therefore, we will show you how to align your structures,
systems, and processes with your desired culture.
- The best driver of culture change is a valid business
reason. Said differently, it is extremely difficult to
change culture just because you want to do so. Therefore, we
will show you how to create a business case for your culture
change, and how to use this case to engage your whole
organization in changing your culture in step with your
other organizational changes.
For more information about how our
multi-dimensional, integral approach could change your culture,
call us at 970-385-5100.
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