Last updated on 2024年9月29日

How do you partner with organizations undergoing Culture Change?

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Culture change is a complex and challenging process that requires a clear vision, strong leadership, and effective collaboration. As a culture change consultant, you have the opportunity to partner with organizations that want to transform their values, behaviors, and practices to achieve their goals. But how do you approach such a partnership? What are the key steps and principles to follow? In this article, we will share some insights and tips on how to partner with organizations undergoing culture change.

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1 Understand the context

Before you start working with an organization, you need to understand their context. What are their goals, challenges, and opportunities? What are their current culture and desired culture? How do they measure their progress and impact? How do they communicate and engage with their stakeholders? By conducting a thorough assessment of the organization, you can identify their strengths, gaps, and needs, and tailor your approach accordingly.

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Terri Yeh

Neurosomatic-informed Operational Scaling & Leadership Development | Previously Game Production Leadership & Software Engineering
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When partnering with an organization to facilitate culture change, I start with these key questions: 1. Current State: Where is the organization now? How do people communicate and get work done? I gather objective and anecdotal accounts to understand stakeholders' pain points and lived experiences. 2. Expanded Stakeholder Map: What is the desired change? Who can facilitate it, and who will be impacted? 3. Ideal State & KPIs: What does success look like, and how will progress be measured? 4. System of Change: What do stakeholders identify as pain points? Are there other contributing factors from an external (your) viewpoint? 5. Action Plan: Develop a plan based on these insights with points to check and iterate.

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2 Co-create the strategy

Once you have a clear picture of the organization's context, you can co-create a culture change strategy with them. This means involving them in every stage of the process, from defining the vision and values, to designing the interventions and activities, to evaluating the outcomes and feedback. By co-creating the strategy, you can build trust, ownership, and commitment, and ensure that the strategy is relevant, realistic, and aligned with the organization's goals.

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Narmadha Kamalakannan

HR Talent Development Leader // ETHRWorld Emerging Leader // Jombay HR 40 under 40 // Author // Culture Enthusiast // D&I advocate
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Many a times, in change management, especially on culture change, when there is higher hierarchial models, the focus becomes bringing one or other groups towards a particular strategy. But in reality, culture change is not about one strategy or a particular culture. It is about merger and co creation of the change management. Togetherness is key

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Paul Eder, PhD

I Lead You to New Insights | Strategy Consulting, Artificial Intelligence, & Data Innovation | Author of FIRESTARTERS
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When you're partnering, the mission is bigger than you. You have to welcome the partner's complete context to the table. First, try to understand if the culture change has major implications for the subject area of the partnership. If it does, then that adds some complexity to the final partnership agreeement.

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Caroline Samne

Transformation partner working with leaders to foster cultures that embrace change, empower people and enable growth.
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This is definitely a very key element to any long term sustainable change. What is needed for true co-creation to exist is first the openness of the consultant to being a process consultant and not strictly an expert consultant. What this means is that we have to believe in the knowledge, know how and ability of the people in the system. Otherwise, it will not be easy to develop co-created strategies. Therefore, we have to be able to explore our values, beliefs and mental models as consultants as our beliefs will colour the methods we choose. We also need to look at the capacity of the leaders in the system to be able to move from ego to eco systems. In other words, do they believe in co-creation and are they ready to share power?

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3 Facilitate the learning

As a culture change consultant, your role is not to impose or dictate the change, but to facilitate the learning and growth of the organization. This means providing them with the tools, resources, and support they need to implement the strategy, and to learn from their experiences and challenges. You can facilitate the learning by coaching, mentoring, training, and advising the organization's leaders and staff, and by creating a safe and supportive environment for them to experiment, reflect, and adapt.

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Luizet Palombo Ruzow
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When partnering with organizations undergoing culture change, I focus on fostering a supportive learning environment. This involves tailoring learning experiences to align with the organization's new culture and values. I leverage various tools such as workshops, seminars, and coaching sessions to equip employees with the necessary skills and mindset for the transition. Additionally, I encourage open communication and feedback loops to ensure continuous improvement. By promoting a culture of learning and adaptation, organizations can successfully navigate change and thrive in evolving environments. #CultureChange #LearningandDevelopment

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4 Celebrate the successes

Culture change is a long-term and continuous process that requires patience, persistence, and resilience. Along the way, it is important to celebrate the successes and achievements of the organization, no matter how big or small. By celebrating the successes, you can acknowledge the efforts and contributions of the organization, and motivate them to keep going and improving. You can celebrate the successes by sharing stories, recognizing achievements, giving feedback, and rewarding performance.

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Katie Kelly

Collaborating with exceptional organisations to navigate the human side of complex change | Energy | ED&I Champion | Management Today 35 Women Under 35
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Celebrating culture change success isn't just about buying your team a round of drinks in the pub... 1. Reward those who demonstrate the behaviours that a culture change programme is trying to instil. Be specific about what these demonstrations were when publicly acknowledging them - this makes it tangible for others and provides a great example to others. 2. Culture change is not achieved by individuals. Encourage collaboration with team celebration of success. 3. Ask people how they'd like their success to be celebrated - not everyone wants an amazon voucher and not everyone will want to have their picture displayed as an employee of the month!

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5 Address the challenges

Despite your best efforts, culture change is not always smooth and easy. You may encounter some challenges and difficulties, such as resistance, conflict, confusion, or frustration. As a culture change consultant, you need to address these challenges and help the organization overcome them. You can address the challenges by listening, empathizing, problem-solving, and collaborating with the organization, and by helping them find solutions that work for them.

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Allison A Johnson ????

??I partner with businesses to create inclusive brands that make a difference?? I design strategies that: ???Boost employee engagement up to 25% ???Increase customer loyalty up to 30% ???Drive revenue growth up to 20%
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??As a culture change consultant, it's important that you understand what needs to be changed and before the change can be implemented.. There are methods to address the changes using needs analysis and other requisite tools

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Caroline Samne

Transformation partner working with leaders to foster cultures that embrace change, empower people and enable growth.
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We also need to help build internal capacity for long term change. As they go through a culture change they may decide that they want to focus on a certain number of priority areas and set a long term strategy to help make these changes. These priorities should be led by a variety of stakeholders in the organization and not strictly leaders. If these priorities aren't anchored in the strategy and given the proper time, resources and support they will not see any impact and it will fall away like many other initiatives that get started yet never see the light of day. Culture change is not easy work and it requires dedication, ability to sit with discomfort, failure and lots of trial and error; but it is worth it in the end.

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6 Review and improve

Finally, as a culture change consultant, you need to review and improve your partnership with the organization. You need to monitor and evaluate the results and impacts of the culture change strategy, and collect feedback and insights from the organization and their stakeholders. You need to use this data and information to assess the effectiveness and relevance of your partnership, and to identify the areas for improvement and innovation. You need to communicate and discuss your findings and recommendations with the organization, and agree on the next steps and actions.

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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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How do you partner with organizations undergoing Culture Change?

1

2

3

4

5

6

7

1 Understand the context

2 Co-create the strategy

3 Facilitate the learning

4 Celebrate the successes

5 Address the challenges

6 Review and improve

7 Here’s what else to consider

Culture Change

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How do you partner with organizations undergoing Culture Change?

1

2

3

4

5

6

7

1 Understand the context

2 Co-create the strategy

3 Facilitate the learning

4 Celebrate the successes

5 Address the challenges

6 Review and improve

7 Here’s what else to consider

Culture Change

给文章评分

感谢您的反馈

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