Keeping the Best: Navigating Change and Preserving Positive Organisational Culture
Technology, macroeconomic events, and the pace of today’s business environments mean that change is, ironically, a constant for most companies. Navigating those changes without losing the best parts of your existing corporate culture can be challenging.
In an insightful article on Entrepreneur.com, Julian Hamood presents four strategic focus points for managing such change successfully:
Transparent communication: Hamood emphasizes the importance of clear communication during change. Leaders must involve all stakeholders in decision-making, providing clarity on upcoming changes and their impact. This approach can help foster a sense of inclusion and ownership among employees.
In our experience with clients, transparent communication reinforces trust and can help maintain cultural integrity even as the company evolves.Expertise and due diligence in decision-making_ Adopting new technologies or processes can create much anxiety. Companies must conduct thorough research and leverage expertise before committing to significant changes. This due diligence ensures that changes are technically sound and culturally consistent.
In our work, we have noted how expert opinions and changes instigated at the top level can struggle without incorporating employee feedback – which also helps preserve positive cultural elements that employees value most.Ongoing training: As Hamood points out in his article, training is about more than skill enhancement. Training also builds confidence and trust among employees. Inclusive training programs that cater to diverse learning needs help to maintain a culture of continuous learning and adaptation.
From working with companies on diverse training programs, we have seen that feedback loops and incorporating positive messages about current best practices and successes help ensure cultural continuity, even in the face of change.Evaluating and celebrating post-implementation success: Post-implementation reviews, as Hamood suggests, are critical. They help assess whether the changes align with the company’s goals and culture.
We have observed that celebrating successes and learning from shortcomings also help reinforce a culture of accountability and continuous improvement.
The importance of mindset
In addition to the strategies outlined above, it’s paramount to acknowledge the role of mindset in successful corporate culture change efforts. The mindset of both leadership and employees plays a crucial role in how change is perceived and integrated into the existing corporate culture. A positive, adaptable, and inclusive mindset can significantly enhance the effectiveness of change management strategies. Here are some ways to foster this mindset:
Promote a growth mindset: Encourage a culture where learning and development are valued.
Encourage open-mindedness: Cultivate an environment where new ideas are welcomed and considered.
Foster psychological safety: Create a safe space for employees to express their concerns and ideas without fear of negative consequences.
Communicate a clear vision: Ensure everyone understands the bigger picture and how their role fits the overall strategy.
Provide continuous support: During times of change, provide ample support to employees, whether it be through resources, training, or emotional support.
Encourage collaboration: Promote a culture where teamwork is valued over individual success.
Lead by example: Leaders should model the mindset and behaviours they wish to see in their teams.
Read much more about leadership, culture change and more on our blog.
