What is the easiest way to create a clear and compelling culture change vision?

It’s a simple concept - but let’s not confuse that with “easy execution”. You have to submerge into the current culture, build trust, model the desired behavior, and lead with a servant approach into the new environment/ culture that is the desired goal.

I suppose the question is who defines they 'Why'. In my experience, simply telling people why rarely moves the needle. What I found useful was to engage everyone in figuring out some fundamental 'what' questions before collectively arriving at the why. - What values do you want to uphold? - What behaviours do you want to support those values? - What actions do want to take and do you want leaders to take? That is how you begin to seed and grow a coherent, inclusive, and sustainable culture.

You don't actually change a culture as if it were like some giant mechanical engine at the centre of an organisation that you replace when it gets worn out. You enable, nurture, support and create, the conditions for culture change to occur, think gardener not mechanic! A strong well understood and articulated organisational purpose is key to this.

The what is tied to the why. So, start with what and there are a few more what questions to ask, such as, what does this mean to me. What do I need to do. What do I need to know. What is changing? What is staying the same and what is different. The answers to these whats helps with crafting the narrative that explains what is in it for me.

If you start with a conversation about values the staff will be able to tell you what that vision should be through their own story telling of what feels good and what doesn't. Co design really works here. Bottom up.

I believe that everyone should be able to repeat the story. Visuals to support or augment the "catchy" headlines are also helpful.

Co-creation is important. Understanding the value you are seeking to deliver and working with multiple stakeholders to understand the opportunities and pain points will provide insight and feedback on the alignment of your vision.

In my experience, data helps identify the common themes, gaps and opportunities. Measuring what matters help co-creation with stakeholders.

I agree it should be simple and easily understood and remembered. However, more importantly It should be brought to life by storytelling from all corners of the organisation which demonstrate it is being lived.

Values feed competencies and performance management and are designed into job roles and recruitment. Feedback on the values from staff, where are the gaps can be followed up with pulse surveys and should provide evidence to shape the OD strategy.

Culture is an outcome. It is the result of alignment between expectations, reinforcement, and rewards. I have seen leaders create a strong culture when they set clear expectations, reinforce those expectations, and align rewards.

Creating a compelling CULTURE CHANGE VISION requires delving deeper on 'Why' on both emotional and rational aspects. Having a connecting and captivating storyline using positive/active expressions adds to confidence and optimisim. This co-creation follows in collaboration with employees/customers/business partners/investors as we identify common themes, and opportunities from the data. Linking your vision to clear action plan, goals, milestones and responsibilities - its alignment with values, principles, and standards inspires and empower growth - as we recognize the achievements, monitor, measure. adjust and adapt to build a better working place.