How do you manage conflicting values when your direct reports resist changes in the company's culture?

2 Communicate Vision

Clear communication about the vision and reasons behind the cultural change is vital. Explain how the new values align with the company's long-term goals and how they benefit everyone involved, including your direct reports. Be transparent about the changes and provide a compelling narrative that connects the dots between current practices and the envisioned future. This helps in reducing uncertainties and aligning individual values with the company's direction.

3 Offer Support

Offering support is key to managing resistance. Provide resources and training that help your direct reports adapt to the new culture. This could include workshops, mentoring, or even team-building activities that reinforce the desired values. Make sure they know that their efforts to adapt are recognized and appreciated. Support also means being available to address any concerns and providing feedback that is constructive rather than critical.

5 Address Conflicts

When values clash, conflicts may arise. Address these conflicts head-on but with sensitivity. Facilitate discussions that allow for airing of grievances in a constructive manner. Sometimes, you may need to mediate to find a solution that respects both the individual's values and the company's cultural goals. It's important to establish that while diversity of thought is welcome, the company's core values must be upheld.

6 Reinforce Progress

Finally, reinforce progress by celebrating milestones and acknowledging individual and team efforts towards embracing the new culture. Positive reinforcement can go a long way in solidifying change and motivating your direct reports to continue their efforts. Recognize those who have made significant strides in adapting their values and behaviors, as this will encourage others to follow suit.

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?