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How do you create a Culture Change roadmap and align it with your business objectives and priorities?

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Culture change is the process of transforming the values, beliefs, and behaviors of an organization to achieve its strategic goals and adapt to changing environments. It can be challenging, complex, and time-consuming, but also rewarding, innovative, and impactful. To succeed in culture change, you need a clear roadmap that aligns with your business objectives and priorities, and guides your actions and decisions. Here are some steps to help you create a culture change roadmap that works for your organization.

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Annette Franz, CCXP

Building Winning Organizations by Putting the "Customer" in Customer Experience | Coach | Keynote Speaker | Author

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1 Assess your current culture

The first step is to understand your current culture and how it supports or hinders your business performance and outcomes. You can use various tools and methods to assess your culture, such as surveys, interviews, focus groups, observations, or frameworks like the Competing Values Framework or the Organizational Culture Assessment Instrument. The aim is to identify the strengths and weaknesses of your culture, the gaps and misalignments with your vision and strategy, and the opportunities and threats for improvement.

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Henry Ratter
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see www.glowinkowski.com they have culture & values tool developed with Essex university it has been used extensively--in a range of situations, businesses, education, churches h ratter

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2 Define your desired culture

The next step is to define your desired culture and how it aligns with your business objectives and priorities. You can use various tools and methods to define your culture, such as vision and mission statements, values and principles, stories and symbols, or frameworks like the Culture Map or the Culture Canvas. The aim is to articulate the vision and purpose of your culture, the values and behaviors that drive it, and the outcomes and impacts that measure it.

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3 Plan your change initiatives

The third step is to plan your change initiatives and how they will move your organization from the current to the desired culture. You can use various tools and methods to plan your change initiatives, such as roadmaps, action plans, milestones, or frameworks like the ADKAR model or the Kotter's 8-step model. The aim is to prioritize the most critical and feasible changes, assign roles and responsibilities, allocate resources and support, and set timelines and expectations.

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Robert Eckert

What might happen??? -When you decrease the friction that impedes innovation & productivity in your organization? Good things, for sure. Let's do that together. Training? Facilitation? OD guidance? I've got your back.
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It's fair to say that in every business, it exists to innovate and market. Find or create a new offering (service or product) and then let the world know they can get it from you. Really, the same holds true in the NGO/Not-For-Profit world as well. Given that, I think there is an Uber-culture that will suit all. Let's as a place holder, call it an "Innovation Culture" I've had a lot to say about that over the years, but as a starting point, Ask yourself what might happen if you aligned your efforts to strengthen these 6 values. Humility, Curiosity, Tenacity, Courage, Integrity and finding a passion at work. You can read a LOT more about innovation culture: https://www.dhirubhai.net/pulse/building-sustained-innovation-culture-bob-eckert

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4 Implement your change initiatives

The fourth step is to implement your change initiatives and how they will engage and empower your people and stakeholders. You can use various tools and methods to implement your change initiatives, such as communication, training, coaching, feedback, or frameworks like the Prosci's Change Management Process or the McKinsey's Influence Model. The aim is to communicate the vision and benefits of the change, build skills and capabilities, reinforce positive behaviors, and address resistance and barriers.

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Henry Ratter
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it is important where the analysis highlights gaps between the current and the desired values/culture to address those issues--so staff understand that the leaders are serious these sorts of investments and changes require a considerable effort--there are no quick fixes

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5 Monitor and evaluate your change initiatives

The fifth step is to monitor and evaluate your change initiatives and how they will deliver the desired results and outcomes. You can use various tools and methods to monitor and evaluate your change initiatives, such as indicators, metrics, dashboards, or frameworks like the Balanced Scorecard or the Kirkpatrick's Evaluation Model. The aim is to track the progress and performance of the change, assess the impact and value of the change, and identify the successes and challenges of the change.

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6 Learn and adapt from your change initiatives

The sixth step is to learn and adapt from your change initiatives and how they will sustain and improve your culture over time. You can use various tools and methods to learn and adapt from your change initiatives, such as reviews, debriefs, lessons learned, or frameworks like the Plan-Do-Check-Act cycle or the Agile Retrospective. The aim is to capture and share the learnings and insights from the change, celebrate and recognize the achievements and contributions, and adjust and optimize the plans and actions for continuous improvement.

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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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Annette Franz, CCXP

Building Winning Organizations by Putting the "Customer" in Customer Experience | Coach | Keynote Speaker | Author
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Two things to consider: 1. Culture is defined at/starts from the top. It's deliberately designed to be the way that you want it to be (else you get the culture you allow). Critical to that is that your senior leadership is committed to driving the culture change - and that they are all aligned, across the board. Without alignment, your culture will not be consistent across the organization, which can and will be problematic. 2. Create a Culture Committee, a cross-functional group that focuses on fostering and maintaining the company's culture. They help ensure that the company's values and mission are reflected in its daily operations and interactions.

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How do you create a Culture Change roadmap and align it with your business objectives and priorities?

1

2

3

4

5

6

7

1 Assess your current culture

2 Define your desired culture

3 Plan your change initiatives

4 Implement your change initiatives

5 Monitor and evaluate your change initiatives

6 Learn and adapt from your change initiatives

7 Here’s what else to consider

Culture Change

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How do you create a Culture Change roadmap and align it with your business objectives and priorities?

1

2

3

4

5

6

7

1 Assess your current culture

2 Define your desired culture

3 Plan your change initiatives

4 Implement your change initiatives

5 Monitor and evaluate your change initiatives

6 Learn and adapt from your change initiatives

7 Here’s what else to consider

Culture Change

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