At a really simple level, culture can be seen as what an organization sees as a set of good decisions. Management and employees analyze what is done and approve just what is appropriate behavior, together with organization attitude towards driving change and innovation.
The tricky part of organizational culture is that it develops as time passes. The brand new company has absolute no culture. Time is taken to share values, behaviors and beliefs.
We need to understand that it is sometimes impossible or really difficult to completely and directly change the culture of a company, together with its leadership. Management has to accept the simple idea of changing and the employees need to be properly trained and informed. Staff has to do things in a specific way in order for culture to slowly improve and shift.
German Trujillo Manrique will tell you that the personality or the culture of any organization is exactly what creates beliefs, values and even attitudes of management and employees. Culture drives change while attracting and even keeping the really good employees. When good culture is in place, employees are brought together through a connection with the organization. Leadership will ensure commitment, alignment and direction. Leadership’s job is to always adjust and evaluate existing culture.
Changing Organizational Culture can be done in various different ways. This does include the following vital elements.
Current Company Culture
One of the really important things that you need for culture change is to properly understand and accurately evaluate current culture. This includes attitudes, beliefs and values. You want to determine the change that is needed and how this is going to be tracked. Then, you need to evaluate culture changes.
You always have to be sure that the change you start properly fits organizational structure, including standard policies and systems. You want to always make adjustments and changes whenever appropriate with the goal of supporting brand new culture. If the changes you make are not a proper cultural fit, you will run into huge problems.
If your desire is to drive cultural changes, you want to communicate the fact that change is going to come. This is quite important because of the fact that it will help in implementing change. As people do not really have a voice and do not know of the upcoming change, resistance automatically appears.
Emotional Change Responses
When change happens, there is a natural desire to resist it. There is always some sort of response coming from employees, management and you. You need to factor this in since emotions always influence the way in which people will approach and eventually accept changes. When your goal is to successfully implement practices that drive cultural change, it can only be done with really hard work and absolutely all resistance needs to be properly handled. Do not mistakenly think that there won’t be any resistance. It is a certainty that some is going to appear since people do not naturally welcome change, unless properly explained to them.