Here's how you can foster trust and transparency when changing company culture.

If you're trying to change culture, talk about who you want to be as a group. What traits do you want to embody and how will everyone know if you're doing it? Involvement breeds commitment. Get input from the team and assemble the core values you want to live. Make sure they're observable and routinely reference them so everyone embraces them. Walk your talk and be humble if you fail to live up to them. Teams trust leaders who stumble and admit mistakes. Re-evaluate and change them year-to-year if you notice they're not serving the team. They're not god speaking for all time, they're tools to help you make your environment the kind of place you want to be.

This is 100% spot on. The goals must be clear and unambiguous. Along with communicating transparently, you must also communicate truthfully. Truth and transparency helps with clarity and fosters trust.

As we strive for excellence in our organization, setting clear and aligned goals is essential. By involving our team in this process and celebrating our milestones, we create a motivated and focused workforce. Our journey towards culture change is anchored in a clear vision, consistent communication, and unwavering leadership commitment. Open and honest communication fosters a collaborative environment, while active listening ensures every voice is heard. Trust is the foundation of our culture, built through transparency, consistency, and empowerment. Together, we are creating a vibrant and trustworthy workplace. "Culture is not just a part of the game; it is the game. If you change the culture, you change everything." – Lou Gerstner

Leading by example is essential, and especially true with culture change. It is also critical to acknowledge and own when you do not live it. Pay attention to your own behaviors. Everyone makes mistakes. Own yours, admit to yours, and learn from them. By openly sharing when you fail to live your desired culture, you demonstrate your strength and commitment to the culture.

It is certainly important to engage your leaders and representative employees. And it is important to lead and set expectations. Adapt what makes sense from what you hear and be clear when and why you are not adapting when you don’t.

Remember that you most continuously “sell” your vision. Reinforce why it is important to the company, your employees, customers, and other stakeholders. Over time, you may highlight the before and after, and some desired outcomes may be naturally evident. Culture development and maintenance is a never-ending journey. Focusing on desired/expected behavior’s that you believe will deliver the desired culture is critical. And then you can assess whether or not it is working, whether or not your organization is living these behaviors and whether or not they are producing the desired outcomes. Remember that the Tone From the Top is paramount. Without this, your initiative WILL fail. And it requires more than this to succeed.

In my experience, cultivating trust and transparency in a company culture change requires authentic communication and consistent actions. Start by openly sharing the vision and reasons behind the change, addressing fears and uncertainties honestly. Lead by example, embodying the values and behaviors you want to see. Create open forums for dialogue where employees can voice concerns and offer feedback, showing that their input matters. Keep communication regular and clear, updating everyone on progress and setbacks alike. Recognize and celebrate small wins to build momentum. By being genuine, listening actively, and maintaining openness, you create a foundation of trust that empowers your team to embrace the change wholeheartedly.