How can you inspire your managers to model culture change?

Here is the problem: Culture change often feels to people like something that is being done TO them, not WITH them. To inspire managers to role model culture change, we first need to flip that; culture change can't be a MANDATE --it has to be a MOVEMENT. And the first principle of creating a movement is engagement and participation. So my suggestion would be: instead of communicating the why and answering the questions FOR them, it would be much better and more powerful to guide them to discover the why - let them connect the dots between business goals and values, strategy and culture! Culture change becomes powerful when it is co-created. Instead of reinforcing a mandate from above, managers can now lead a movement.

One thing I've found helpful is to inspire the managers to look inwards, as they will be role models for the new culture. Create a vision as to what tomorrow looks like as they walk in the door and what is one thing they will do different.

Too often, managers are seen as mere executors of top-down strategies, following a set 'how-to' guide handed down from above. This doesn't allow them to leverage their unique insights, creativity, and leadership potential. The shift I'd suggest: What if, instead of prescribing the ‘how,’ we empower managers to become co-creators of change? This could mean stepping back from detailed directives and inviting managers to identify the specific behaviours, skills, and tools that they need to adopt to role model the desired change?

This step comes too late in the process in my view. Managers need to be involved early on. One of the biggest problems in many orgs today is that they hire talented adults and then treat them like children.

Culture isn’t some force that sweeps through the office. It’s a collective result of our daily choices, our habits, our consistent actions. You’re not just part of it; you’re making it. So, absolutely, role modelling the change is key. As a leader, your behaviour sets the tone for your entire team, and your authentic participation in culture change is essential for inspiring managers to follow suit. Here's how you can embody that change: Walk the Talk: Align your actions with your words. If you’re promoting collaboration, be the first to reach out and offer support. If you value transparency, openly share both the triumphs and challenges your team or company faces.

This is not the final step. It is the first one. Too often people see preaching instead of living. And they are tired of leaders that look and do not act the part. Change does not fail. People do. Any change you want to implement, start with yourself. You align yourself with it and do your part. At least people who are on your team will have no choice but to follow your lead.