… if you break it into actions. Cultural transformation is the process of changing the set of values and behaviours of people. Can you imagine a more challenging transformation for a company than that? I doubt it. In any case, big or small, it means disruption.
However, this “colossal” challenge can be faced and even carried out ‘peacefully’ if broken down into specific action areas. Of course, it will take time to make the changes. But you can map your action scope, narrowing the focus to your particular goal. For that reason, cultural transformation should start with two crucial questions:
The answers will provide insight into your ‘higher’ purpose as a business, your goal and what you have to focus on. They will also equip you with the communication content you need to share with your team. Change is about people, and communication is the basis for successful cultural transformation.
With the answers in hand, turn to analyse your business and identify the problems that need resolving. Look for root causes for demotivation, absenteeism, lack of commitment, boycott, sabotage, and even unhealthy competition. Moreover, structure your analysis using the following sequence, and you will get answers to how we can make that change:
Do this preparation work with your team of managers and even involve some trusted employees to give you feedback. This way, you will have a clear picture of the scope and extent of the actions needed. Cultural transformation is about the people who are the backbone of any organisation. And they appreciate clarity in whatever the company is undertaking. So, as a leader, you need to have a vision of what you want to achieve, communicate it so that everyone sees the benefit and lead by example.