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How can you build a strong network for a Culture Change promotion?

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If you want to advance your career in a field that requires culture change, you need to build a strong network of allies, mentors, and sponsors who can support your growth and advocate for your promotion. Culture change is not only about changing the way people think and behave, but also about influencing the systems, policies, and practices that shape the organizational culture. In this article, we will share some tips on how to build a strong network for a culture change promotion.

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Chris White
Narmadha Kamalakannan

HR Talent Development Leader // ETHRWorld Emerging Leader // Jombay HR 40 under 40 // Author // Culture Enthusiast //…
Dr. Elie Daher

CEO, CMO & EVP | Executive Coach | Author | Inspiring others to “unlearn to relearn”

1 Identify your goals and gaps

The first step to building a strong network is to identify your goals and gaps. What are the skills, knowledge, and competencies that you need to develop or demonstrate to qualify for a culture change promotion? What are the challenges or barriers that you face in your current role or organization? How can you leverage your network to help you overcome them? By answering these questions, you can map out your learning and development plan and identify the types of people who can help you along the way.

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Dr. Elie Daher

CEO, CMO & EVP | Executive Coach | Author | Inspiring others to “unlearn to relearn”
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Effective culture change necessitates a top-down approach, driven by the C-suite’s recognition of the need for transformation. This begins with a clear understanding of the challenges and factors that are adversely impacting the culture, resulting in reduced productivity, hindered delivery, and strained team dynamics. Subsequently, it's crucial to set well-defined goals that address these gaps, ensuring that the culture change aligns with the overarching vision and objectives of the organization. This process ensures that the drive for change is rooted in a deep understanding of both the existing shortcomings and the desired future state of the company's culture.

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2 Seek out allies, mentors, and sponsors

The next step is to seek out allies, mentors, and sponsors who can support your culture change journey. Allies are people who share your vision and values, and who can offer you feedback, advice, and encouragement. Mentors are people who have more experience or expertise in your field, and who can guide you, coach you, and teach you. Sponsors are people who have influence or authority in your organization, and who can endorse you, advocate for you, and connect you with opportunities. You can find these people within or outside your organization, through formal or informal channels, such as networking events, online platforms, or referrals.

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Chris White
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Don't underestimate the importance of the informal influencers: those without formal authority, who will make or break the success of an initiative because of how they are viewed in the culture. When thinking about this, I sometimes refer to Malcolm Gladwell's categories of Mavens, Connectors and Salespeople. Mavens are sources of information and the pulse of the organization. Connectors bridge between different groups in the network. Salespeople hold outsize influence on opinions and culture. It's also often helpful to include early those who you think might derail the project later on. As Scott Sonenshein puts it: skillful inclusion can "turn resistors into resources".

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Dr. Elie Daher

CEO, CMO & EVP | Executive Coach | Author | Inspiring others to “unlearn to relearn”
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Identifying allies, mentors, and sponsors is a pivotal step in your culture change journey, but equally important is recognizing blockers or those indifferent, especially if they hold strategic and influential positions.

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3 Build trust and rapport

The third step is to build trust and rapport with your network. Trust and rapport are essential for any relationship, but especially for culture change, where you need to be open, honest, and vulnerable. To build trust and rapport, you need to show genuine interest and curiosity in your network, listen actively and empathetically, share your stories and challenges, ask for and offer help, and follow up and follow through. You also need to respect your network's time and boundaries, and avoid being too pushy or demanding.

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Dr. Elie Daher

CEO, CMO & EVP | Executive Coach | Author | Inspiring others to “unlearn to relearn”
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Building trust with these individuals involves openly acknowledging the value of culture change and engaging the C-suite to assess their willingness for transformation. This transparency not only strengthens relationships but also ensures alignment of goals and values across the organization. Cultivating these relationships through various channels like networking events, online platforms, or referrals is crucial in maintaining trust and rapport.

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4 Add value and reciprocate

The fourth step is to add value and reciprocate to your network. Adding value and reciprocating means that you are not only taking from your network, but also giving back. You can add value and reciprocate by sharing your insights and resources, recognizing and appreciating your network's contributions, introducing and connecting your network with others, and supporting and celebrating your network's successes. By adding value and reciprocating, you can show your gratitude and generosity, and strengthen your relationships.

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Narmadha Kamalakannan

HR Talent Development Leader // ETHRWorld Emerging Leader // Jombay HR 40 under 40 // Author // Culture Enthusiast // D&I advocate
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Networking is a two way process. We often consider network as a second person, the mindset should tune realizing "I am part of the network" , we build the network together : and let's start with what we can do to strengthen each other's culture change

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5 Showcase your achievements and aspirations

The fifth step is to showcase your achievements and aspirations to your network. Showcasing your achievements and aspirations means that you are not only working hard, but also working smart. You can showcase your achievements and aspirations by communicating your goals and progress, highlighting your impact and results, soliciting feedback and testimonials, and expressing your interest and enthusiasm. By showcasing your achievements and aspirations, you can demonstrate your value and potential, and create visibility and credibility.

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6 Maintain and expand your network

The sixth and final step is to maintain and expand your network. Maintaining and expanding your network means that you are not only staying in touch, but also reaching out. You can maintain and expand your network by updating your network on your career development, asking for and acting on referrals and recommendations, joining and participating in relevant communities and groups, and attending and hosting events and activities. By maintaining and expanding your network, you can keep your relationships fresh and dynamic, and discover new opportunities and possibilities.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you build a strong network for a Culture Change promotion?

1

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3

4

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7

1 Identify your goals and gaps

2 Seek out allies, mentors, and sponsors

3 Build trust and rapport

4 Add value and reciprocate

5 Showcase your achievements and aspirations

6 Maintain and expand your network

7 Here’s what else to consider

Culture Change

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How can you build a strong network for a Culture Change promotion?

1

2

3

4

5

6

7

1 Identify your goals and gaps

2 Seek out allies, mentors, and sponsors

3 Build trust and rapport

4 Add value and reciprocate

5 Showcase your achievements and aspirations

6 Maintain and expand your network

7 Here’s what else to consider

Culture Change

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