How can you keep up with Culture Change models?

1 Identify your needs

Before you choose a culture change model, you need to identify your needs and objectives. What are the problems or gaps that you want to address in your current culture? What are the desired outcomes and benefits of the change? How do you measure and monitor your progress and impact? You can use various methods, such as surveys, interviews, focus groups, or audits, to assess your current culture and identify your strengths and weaknesses. You can also consult with your stakeholders, such as employees, customers, partners, or shareholders, to understand their expectations and feedback. Based on your findings, you can define your vision, mission, and values for your future culture.

2 Research and compare models

Once you have a clear idea of your needs and objectives, you can research and compare different culture change models. There are many models available, such as the Kotter's 8-Step Model, the Lewin's Change Model, the McKinsey 7S Model, the Schein's Culture Model, or the Burke-Litwin Model. Each model has its own advantages and disadvantages, depending on the scope, complexity, and nature of the change. You can use criteria, such as relevance, simplicity, flexibility, practicality, or evidence, to evaluate and compare models. You can also look for examples and case studies of how other organizations have used the models and what results they have achieved.

3 Adapt and customize models

After you have selected a culture change model that suits your needs and objectives, you need to adapt and customize it to your specific situation and context. You cannot simply copy and paste a model from another organization or source. You need to consider factors, such as your organizational structure, culture, size, resources, capabilities, readiness, and resistance, and adjust the model accordingly. You may need to modify, add, or remove some steps, elements, or activities from the model to make it more relevant and effective for your organization. You may also need to combine or integrate different models or approaches to create a hybrid or tailored solution.

4 Implement and communicate models

The next step is to implement and communicate your culture change model to your organization. You need to develop a clear and realistic action plan that outlines the tasks, responsibilities, timelines, and resources for each step of the model. You also need to communicate your vision, goals, and expectations to your employees and stakeholders, and explain how the model will help you achieve them. You need to use various channels, such as meetings, newsletters, intranet, or social media, to share information, updates, and feedback about the model. You also need to provide training, coaching, and support to your employees and stakeholders, and empower them to participate and contribute to the change.

5 Evaluate and update models

The final step is to evaluate and update your culture change model based on your results and feedback. You need to collect and analyze data, such as metrics, indicators, or outcomes, to measure and assess the impact and effectiveness of your model. You also need to solicit and listen to the opinions and suggestions of your employees and stakeholders, and identify the strengths and weaknesses of your model. Based on your findings, you need to update and improve your model to address any issues, challenges, or opportunities that arise. You need to keep your model dynamic and responsive to the changing needs and expectations of your organization and environment.

6 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?