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What are some effective ways to involve stakeholders in evaluating your culture vision?

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Creating and communicating a culture vision is a crucial step in leading culture change, but how do you know if your vision is resonating with your stakeholders? How do you measure the impact of your vision on the attitudes, behaviors, and outcomes of your organization? In this article, we will explore some effective ways to involve stakeholders in evaluating your culture vision, and why this is important for your culture change journey.

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Nikki Burslam

Founder and Strategy Director | I ?? People-Up Business Change

1 Define your evaluation criteria

Before you can involve stakeholders in evaluating your culture vision, you need to define what you want to evaluate and how. What are the key indicators of your desired culture? How will you measure them? What are the sources of data and feedback that you will use? How will you analyze and interpret the results? Having clear and relevant evaluation criteria will help you align your vision with your objectives, and communicate them to your stakeholders.

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Alex Ahom

Future of Work | People & Culture | Diversity Equity & Inclusion - Building a better workplace for everyone to grow in.
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Part 1 - Effective ways to involve stakeholders in evaluating your culture vision: Surveys and Feedback: Conduct regular surveys and seek feedback from employees, customers, and other relevant stakeholders. Focus Groups: Host focus group discussions to gather in-depth insights on the vision's impact. Key Performance Indicators (KPIs): Develop KPIs related to cultural alignment and track them over time. Leadership Input: Engage leadership in discussions and seek their input on the vision's influence. Storytelling: Encourage stakeholders to share stories about how the vision has affected their experiences.

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2 Identify your stakeholder groups

Your stakeholders are the people who are affected by or have influence over your culture change. They may include employees, customers, partners, suppliers, investors, regulators, and others. You need to identify who they are, what their interests and expectations are, and how they can contribute to your evaluation process. You also need to consider how to segment them into groups based on their roles, perspectives, and levels of engagement.

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Robert Robichaud, SHRM-CP, PHR

On-Site President & CEO of Private Equity Ventures | Founder @VerdeValleyTurf | Artificial Intelligence Partner @WorkHacked |
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I use to make decisions on an island, kind of like John Belushi yelling toga without checking in before he ran down the hall alone. Engage stakeholders early in shaping cultural vision. Early involvement ensures their insights and concerns are addressed, fostering a sense of ownership. For instance, if a company is aiming for a culture of innovation, including employees from various departments in brainstorming sessions can provide diverse perspectives. Similarly, surveying customers can highlight areas they value, guiding the culture towards customer-centricity. By proactively involving stakeholders, you ensure a holistic, well-rounded cultural vision that resonates with everyone involved. I don’t make decisions alone anymore. Good luck!

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3 Choose your evaluation methods

Depending on your evaluation criteria and stakeholder groups, you may use different methods to involve them in evaluating your culture vision. Some common methods are surveys, interviews, focus groups, workshops, observations, and audits. You should choose the methods that are most appropriate for your context, and that allow you to collect both quantitative and qualitative data. You should also plan how to conduct the evaluation in a timely, ethical, and transparent manner.

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Nikki Burslam

Founder and Strategy Director | I ?? People-Up Business Change
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A simple, yet underused, method of evaluating culture is observation. Culture is happening all around us, all the time. We see it in people's actions, behaviours, and words and where and how they spend their time. When conducting culture reviews, we recruit a representative network of culture guides from across an organisation and set them up with a culture journal that asks them to complete a series of observational tasks over a period of time. Some of the observations include - Meetings - Decision making - Feedback - Disagreements - Manager 1:1s - Development - Ways of working We then collect the observation data and draw comparisons with any formalised articulations of the org's culture that exists. Written vs Unwritten rules.

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4 Communicate your evaluation purpose and process

One of the key benefits of involving stakeholders in evaluating your culture vision is that it can increase their awareness, understanding, and ownership of your culture change. However, this requires that you communicate your evaluation purpose and process clearly and effectively. You should explain why you are conducting the evaluation, what you hope to achieve, how you will use the results, and how the stakeholders can participate and provide feedback. You should also address any concerns or questions that they may have.

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Alex Ahom

Future of Work | People & Culture | Diversity Equity & Inclusion - Building a better workplace for everyone to grow in.
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Part 2 - Effective ways to involve stakeholders in evaluating your culture vision: Annual Reviews: Include culture vision evaluation as part of the annual review process. Peer Recognition: Implement a peer recognition system for those exemplifying the vision. External Consultation: Seek external consultants or experts to assess cultural shifts. Employee Resource Groups: Involve ERGs in evaluating the vision's inclusivity and relevance. Benchmarking: Compare your culture vision's impact against industry benchmarks.

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5 Engage your stakeholders in co-creating solutions

The evaluation of your culture vision is not only a way to assess its effectiveness, but also an opportunity to improve it. By engaging your stakeholders in co-creating solutions, you can leverage their insights, ideas, and experiences to refine your vision and make it more relevant, realistic, and actionable. You can also foster a collaborative and inclusive culture that values diversity and innovation. You can use methods such as brainstorming, prototyping, testing, and piloting to co-create solutions with your stakeholders.

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6 Share your evaluation results and actions

The final step in involving stakeholders in evaluating your culture vision is to share your evaluation results and actions with them. This will help you demonstrate your accountability, credibility, and commitment to your culture change. You should present your results and actions in a clear, concise, and compelling way, highlighting the key findings, implications, and recommendations. You should also acknowledge the contributions of your stakeholders, and invite them to continue the dialogue and the journey with you.

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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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What are some effective ways to involve stakeholders in evaluating your culture vision?

1

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3

4

5

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1 Define your evaluation criteria

2 Identify your stakeholder groups

3 Choose your evaluation methods

4 Communicate your evaluation purpose and process

5 Engage your stakeholders in co-creating solutions

6 Share your evaluation results and actions

7 Here’s what else to consider

Culture Change

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What are some effective ways to involve stakeholders in evaluating your culture vision?

1

2

3

4

5

6

7

1 Define your evaluation criteria

2 Identify your stakeholder groups

3 Choose your evaluation methods

4 Communicate your evaluation purpose and process

5 Engage your stakeholders in co-creating solutions

6 Share your evaluation results and actions

7 Here’s what else to consider

Culture Change

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