driving culture change to transform teams and organizations
TRANSCRIPT
Driving Culture Change- Transform teams and organizations
Presented by : Suchi Jain Saxena
So what is culture?
Culture is…
…how people work
and
how they work together.
Culture is…
…created and driven
by the values
set by the individuals,
teams and organizations.
And values are…
…the behavior and skills
that are
rewarded in employees.
So to transform your culture…
…start with transforming your values.
Implementing Cultural Change
Methodology for Culture Change
1. Create your “New
Values”
Methodology for Culture Change
2. Identify gaps in current state
1. Create your “New
Values”
Methodology for Culture Change
2. Identify gaps in current state
3.Communic-ate new Values
1. Create your “New
Values”
Methodology for Culture Change
2. Identify gaps in current state
3.Communic-ate new Values
4. Lead by example
1. Create your “New
Values”
Methodology for Culture Change
2. Identify gaps in current state
3.Communic-ate new Values
4. Lead by example
5. Assess and course
correct
1. Create your “New
Values”
Breaking it down
1
#1 Identify your New Values
Cleary articulate your core values
Spend time and energy in detailing the values that matter. Elaborate on the
specifics, clarify any questions and provide context and details around each.
2
1
#1 Identify your New Values
Define what’s acceptable and what’s not
Cleary articulate your core values
Identify examples of behavior that will no longer be acceptable and hence not rewarded.
Provide clear examples and highlight “wins” that matter.
Spend time and energy in detailing the values that matter. Elaborate on the
specifics, clarify any questions and provide context and details around each.
1
#2 Identify gaps in current state
Involve the individual
Your employees have great ideas too – involve them and get their feedback on what is not
working today.
2
1
#2 Identify gaps in current state
Be honest
Involve the individual
It is hard to be honest and critique your existing culture (more so, if it was set by you). Be
honest – don’t ascribe blame. The goal is not to find who is wrong, but what is wrong.
Your employees have great ideas too – involve them and get their feedback on what is not
working today.
2
1
#2 Identify gaps in current state
Be honest
Involve the individual
It is hard to be honest and critique your existing culture (more so, if it was set by you). Be
honest – don’t ascribe blame. The goal is not to find who is wrong, but what is wrong.
Your employees have great ideas too – involve them and get their feedback on what is not
working today.
3Share examplesShare success stories and failures. Share the times when you or others didn’t live up to
the new values or goals. Bring in examples from other teams, external companies etc., as
appropriate.
1
#3 Communicate
Communicate Change
Communicate change effectively. Provide context around change. Communicate
in every forum – large settings, small groups and one-on-ones, as required.
2
#3 Communicate
Manage FUD (fear,
uncertainty and doubt)
Recognize employee’s emotional change
through change and address it head-on.
The change transition curve
demonstrates employee’s emotional state
during the process of change – from
anger, fear to hope, enthusiasm.
As a leader, your job is to communicate
and manage the change so as to address
employee’s fears.
1
#4 Lead by Example
Be the change you wish to see in your team
Embody the new culture in your words, behavior and actions. For example, if you want to
create a customer-focused culture, then start by being customer-focused yourself.
2
1
#4 Lead by Example
Create conditions that align with your culture
Be the change you wish to see in your team
Change the environment to reflect and allow for the acceptance of the new culture. If being
BOLD and HONEST is part of your values, create an environment that fosters that.
Embody the new culture in your words, behavior and actions. For example, if you want to
create a customer-focused culture, then start by being customer-focused yourself.
2
1
#4 Lead by Example
Create conditions that align with your culture
Be the change you wish to see in your team
Change the environment to reflect and allow for the acceptance of the new culture. If being
BOLD and HONEST is part of your values, create an environment that fosters that.
Embody the new culture in your words, behavior and actions. For example, if you want to
create a customer-focused culture, then start by being customer-focused yourself.
3Align incentives to match the cultureAssess and evaluate all employees on their implementation and alignment with the new
values. Reward employees who lead by example.
1
#5 Assess and Course Correct
Continuously follow-up and assess
Don’t just talk about the change in the beginning – you must continuously emphasize the
new values and assess how your team or organization is doing against those values.
2
1
#5 Assess and Course Correct
Establish Accountability
Continuously follow-up and assess
Hold every individual accountable to align with the new values. Sometimes, this means
firing and letting go of employees who are not setting a good examples for others. It’s
tough – but it must be done to avoid any impediment to the full implementation of the
change.
Don’t just talk about the change in the beginning – you must continuously emphasize the
new values and assess how your team or organization is doing against those values.
2
1
#5 Assess and Course Correct
Establish Accountability
Continuously follow-up and assess
Hold every individual accountable to align with the new values. Sometimes, this means
firing and letting go of employees who are not setting a good examples for others. It’s
tough – but it must be done to avoid any impediment to the full implementation of the
change.
Don’t just talk about the change in the beginning – you must continuously emphasize the
new values and assess how your team or organization is doing against those values.
3Patience and PersistenceChanging the mindset and instinct of each individual takes time. Don’t give up when
setbacks happen or things take longer than expected.
Revisiting our Methodology
2. Identify gaps in current state
3.Communic-ate new Values
4. Lead by example
5. Assess and course
correct
1. Create your “New
Values”
Q&A
THANK YOU.