What are some ways to build resiliency in the face of culture change?

Not sure I agree with the opening statement of this article: "Culture change is inevitable". While it's true that change is a constant in organizations, it's important to clarify that not every change implies a cultural shift. Culture change typically involves a fundamental transformation of an organization's values, beliefs, and behaviors, which often occurs gradually & not necessarily because of a new business strategy. Many changes are more situational, such as process improvements, policy updates, or personnel changes, which may not necessarily alter the core culture. My point is that not every change implies a significant cultural transformation; understanding the nature of the change is key to respond effectively & build resilience.

It is always helpful to be aware of negative emotions. Try using a journal to describe any situations where you had negative emotions. Try to pinpoint what the root cause of that emotion was. Next step would be to create a strategy to experiment with different behaviour during similar events in the future. This way you are prepared when you feel the emotion coming up during similar events.

Emotional regulation is an essential leadership and inter-personal skill. Especially given the concepts of mirror neurons and emotional contagion. I would say though, that when it comes to culture change - before expecting resilience, from those impacted by change, how well has the change been designed and communicated? what are the system "epigenetics" that have been passed down from change experience to change experience. How are leaders modelling the social norms, and what are the capabilities, opportunities and motivation required to help nudge the behaviours that lead to eventual culture change? As the adage goes "look at the work (or in this case your culture change design), before you look at the people”.

Patrick Lencioni author of "The Ideal Team Player," Humility: They are willing to put the team's goals and the collective success ahead of their personal ambitions. Hunger: A strong work ethic and a deep desire to contribute to the team's success. Smart (EQ): Adept at building positive relationships within the team. They are effective at communicating, collaborating, and resolving conflicts. Lencioni's model suggests that when organisations identify and nurture individuals who exhibit these three virtues, they can create high-performing teams capable of achieving their goals. "The Ideal Team Player" provides valuable insights and practical advice for leaders and organisations looking to build stronger, more effective teams.

Foster Positive Relationships: Cultivate trust and respect with leaders, colleagues, and stakeholders. Embrace Open Communication: Encourage transparent and honest dialogue to foster an open atmosphere. Active Listening: Pay attention and ask clarifying questions to understand others' perspectives fully. Genuine Empathy: Show empathy to connect emotionally and build trust within your network. Embrace Diversity: Seek out diverse viewpoints and backgrounds to enrich your network. Appreciate Differences: Recognise and value the unique strengths and experiences each member brings. Collaborate and Share: Share knowledge, and support each other's growth. Encourage skill development and celebrate successes within your network.

Just take things as they come. Everything is an opportunity and everything that makes you feel anxious could lead to something wonderful. It might sound fluffy, but being able to open your mind to new experiences can make a big change for your resiliency and your life in general.

Resiliency is mind, body, and social thing — it can taught. I believe it’s an essential element of culture change. Organizations should help people recognize that: - mindset determines reactions, emotions, behavior; we choose how we look at things.; - sleep, diet, exercise all help with physical resilience and can improve mood and outlook; - establishing a sense of community builds the social elements that make people more resilient, it helps to know that we’re in it together. Integrate this into your culture change work and you will make you place more resilient.

Building communication and feedback.This enhances routine reminders about the goal or of cultural change as well sharing success stories.