Changing an organisations culture is not a small feat even for the most seasoned leaders. Culture encompasses so many things that range from values and processes to attitudes and actions, and each element should fit together to reinforce the company’s mission and push forward toward its vision. But how can a leader consciously change this culture? Seattle-based business consultant Emile Haddad has these tips and advice.
Align culture with strategy and processes: Ensure that your mission, vision, and values are all consistent with practices and processes in human resources and people management, including hiring, compensation, rewards and recognition, and talent promotion.
Make the culture consistent with your brand: Culture must also be aligned with both employees and the marketplace, meaning HR should work hand in hand with marketing in communicating uniform messages.
Define roles and responsibilities: Know what company executives and managers should be doing to drive the culture change, serve as enablers of self-organizers teams, and maximize the capabilities of the existing staff. Review the organizational structure, too, to align with the desired change.
Keep everyone informed: Effectively communicate all employees about the organizational culture change process, telling them what is expected of them and soliciting feedback on these expectations, reminds Emile Haddad. This way, you ensure commitment and success despite the intimidating nature of cultural changes.
Seattle-based Emile Haddad is the principal consultant at Catalyst Business Coaching and Consulting, LLC. Through the years, he has helped clients come up with business management models that promote top-notch professionalism and excellence. Read more on this page.
 |
Image source: Pixabay.com
|
Understand your current culture: You don’t know what you’re changing if you don’t understand your current culture. Do this by becoming an impartial observer of this culture in action, seeing how people interact with each other, resolve conflicts, and work toward satisfying customers. Conduct interviews, surveys, and other forms of assessment that will reflect what this culture looks like.
Align culture with strategy and processes: Ensure that your mission, vision, and values are all consistent with practices and processes in human resources and people management, including hiring, compensation, rewards and recognition, and talent promotion.
 |
Image source: Pixabay.com
|
Define roles and responsibilities: Know what company executives and managers should be doing to drive the culture change, serve as enablers of self-organizers teams, and maximize the capabilities of the existing staff. Review the organizational structure, too, to align with the desired change.
Keep everyone informed: Effectively communicate all employees about the organizational culture change process, telling them what is expected of them and soliciting feedback on these expectations, reminds Emile Haddad. This way, you ensure commitment and success despite the intimidating nature of cultural changes.
Seattle-based Emile Haddad is the principal consultant at Catalyst Business Coaching and Consulting, LLC. Through the years, he has helped clients come up with business management models that promote top-notch professionalism and excellence. Read more on this page.
