Here's how you can navigate problem-solving in a culture change context like a pro.

Embracing engagement and culture change takes the right approach. While HR practices influence positive business outcomes by measuring engagement via engagement surveys, pulse surveys, culture change is the most challenging part of transformation, and it should not be too quick or simplistic. Consider a carefully planned approach in framing the issue, harnessing people's deep desire to change, such as a "good organizational purpose in the pursuit of greatness in service of others," driven beyond personal gain, embraces emotion, and a collective action, and starting a cultural movement. This includes demonstrating quick wins, building social networks, changing the workforce narrative with positive stories to change the company's culture!

Ensure change is broken down into clear stages and gain feedback on where everybody is and how they feel about the change - Who is in transition and who is losing something gaining and who has decided they area through and at the end of the change.

The combination of Curiosity and the embrace of Uncertainty is key. Curious leaders don't settle for the status quo. They ask "why" and "what if?" This encourages teams to challenge assumptions and explore unconventional approaches. Embracing uncertainty means being open to calculated risks and experimentation, often leading to breakthroughs and competitive advantages. Unpredictability is the norm in business. Leaders who embrace uncertainty along with their curiosity are better equipped to read the landscape, pivot strategies, and most importantly, be excellent problem solvers. They see volatility not as a threat, but as an opportunity for growth and adaptation. Empowerment of their team is an added bonus.

Em minha experiência, julgo ser valioso abra?ar a mudan?a como uma parte constante e necessária do crescimento. Ao aceitar a mudan?a, podemos abordar problemas com uma mentalidade aberta a novas ideias e solu??es, reconhecendo as oportunidades para melhoria e inova??o. N?o precisamos concordar com todos os aspectos da mudan?a, mas devemos estar dispostos a ver o potencial positivo que ela traz. Enfrentar os desafios com uma perspectiva proativa e flexível é essencial para promover um ambiente dinamico e de contínuo avan?o.

Identification of the change that has occurred, whether it is situational, a random glitch, find out assess what was the cause(s) to create the change. Identify the impacts of the change to the wider organisation, meet the consultation requirements, assess operational impacts, process and procedural implications, documentation revisions. Organise stakeholders consultation for change impacts, assess and review impacts from change and develop strategy for updates and training.

The sound sage once said We have 2 eyes, 2 ears, 1 mouth. We need to observe and listen twice as much as we speak. If we are to learn.

Em minha experiência, julgo ser valioso come?ar pela avalia??o da cultura atual para resolver problemas de forma eficaz. Entender os #valores, #cren?as e práticas fundamentais que a definem é crucial para identificar as causas dos problemas e as possíveis barreiras à mudan?a. Ouvir as preocupa??es e sugest?es dos colaboradores em todos os níveis é essencial, pois s?o eles que ser?o mais impactados pela mudan?a cultural. Ao fazer isso, podemos abordar os desafios de maneira mais informada e implementar solu??es que realmente ressoem com a equipe, promovendo um ambiente de trabalho mais coeso e adaptável.

To fix problems at JB's Pizza, first look at how things are done here. What do we value most? How do we usually treat each other and our customers? Knowing this helps us find the real causes of problems, like slow service or unhappy customers. Ask everyone what they think, as we'll all be affected by any changes we make to improve JB's.

Em minha experiência, julgo ser valioso comunicar-se com clareza ao navegar na resolu??o de problemas em um contexto de mudan?a de cultura. é crucial articular as raz?es para a mudan?a e os benefícios que ela trará, abordando quaisquer medos ou equívocos. Garantir que todos tenham voz e se sintam ouvidos ajuda a reduzir a resistência e a construir confian?a, elementos essenciais para a resolu??o eficaz de problemas. Uma comunica??o clara e transparente promove um ambiente de trabalho colaborativo e receptivo à mudan?a, facilitando a implementa??o de novas ideias e solu??es.

My number one rule for communication: Clear is Kind. Unclear is Unkind. This mantra underscores the importance of transparency, precision, and empathy in all interactions.

In smaller groups a talking stuck with identified points for each stakeholder to share, allows for the opportunity of engagement from all parties

La colaboración es el ADN de los equipos de alto desempe?o, y el líder actúa como el catalizador que fomenta un entorno donde la cooperación, la generación de confianza y la comunicación abierta prosperan y fortalecen el equipo como un todo.

Examples of this I have seen done well are HAZOP leaders ensuring each discipline has the opportunity to respond to line items and findings.

In my organization, I've worked with a special projects team that collaborates with various departments. We create interdisciplinary teams for diverse insights and implement rotational programs for broader understanding. Informal networks and social interactions build trust. We use collaboration tools and virtual workspaces for seamless communication. Regular cross-departmental meetings ensure alignment and knowledge sharing. Setting common goals fosters unity and collective ownership. Open feedback promotes continuous improvement. By embracing wide collaboration, we not only solve problems but also drive innovation and foster lasting cultural change.

Adaptability is the key to any change management, set out with a plan and vision with key steps of delivery. At each step allow for any unforeseen reactions to be processed and adequately responded to, adjustments to the plan to ensure the outcome can still be achieved.

La agilidad, el aprendizaje adaptativo y colaborativo, que fomente la resiliencia y una mirada en perspectiva en las personas promueve la capacidad de los equipos para aprender de manera rápida y eficiente a partir de sus experiencias, ajustando sus prácticas y estrategias en tiempo real para adaptarse a un entorno en constante cambio. Así, se fomenta una cultura de mejora continua y autocrítica constructiva que es vital para el crecimiento profesional y organizacional en un mundo cambiante y de alta incertidumbre.

Navigating problem-solving during cultural change within an organization can be challenging. However, one of the most effective strategies to facilitate this transition is to lead by example. By demonstrating the behaviors and attitudes you want to see in your team, you can inspire and guide employees through the change process, making them more likely to adopt these behaviors themselves. Additionally, recognizing and rewarding these behaviors when they occur further reinforces their importance and encourages a positive organizational culture.

To really fix things at my JB's pizza shop, you gotta show, lead by example's and not just tell. If you want friendlier service, be super friendly yourself. If you want everyone to keep the place spotless, be the first one cleaning up spills. When you act the way you want others to act, everyone will follow your lead and help solve problems, especially when things are changing.

Solving problems during a culture change needs more than a standard approach; it requires understanding organization's unique situation & being flexible. By listening to employees concerns & gathering their feedback pinpoints real issues. Then adjust our approach to address these concerns while keeping overall goals of culture change in mind. It's important to communicate openly/ regularly so all know what’s happening & feels involved. Encouraging teamwork by creating a space where people feel safe sharing their thoughts help solve problems more effectively. Lastly be ready to adjust our strategies based on feedback & changing needs. Being understanding, clear& adaptable we help guide our organization through cultural changes more smoothly.

Areas I found helpful is to identify the root cause, involve stakeholders, explore creative solutions, implement and monitor, and celebrate successes. This approach ensures that cultural challenges are addressed effectively, diverse perspectives are considered, innovative solutions are generated, progress is tracked, and positive change is reinforced.

Resulta fundamental reconocer que estamos inmersos en un entorno BANI (Brittle, Anxious, Nonlinear, Incomprehensible), que refleja la fragilidad, la ansiedad, la falta de linealidad y la incomprensibilidad inclusive en el mundo organizacional actual. Enfrentar estos desafíos efectivamente implica aplicar estrategias que fomenten un aprendizaje rápido y colaborativo en los equipos de trabajo. Preguntas clave como "?Qué hicimos bien? ?Qué hicimos mal? ?Qué haríamos diferente?" son esenciales para reflexionar sobre nuestras acciones y ajustar el enfoque de manera continua de manera que, no solo se facilita la adaptación al cambio cultural, sino que también fortalece la capacidad de innovación y resiliencia organizacional.