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You’re an executive looking to develop your strategic planning skills in Culture Change. How do you begin?

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As an executive, you know that culture is not something that can be imposed or controlled from the top. It is the result of the shared values, beliefs, and behaviors of your people, and it influences everything from performance and innovation to retention and reputation. But how can you develop your strategic planning skills in culture change, so that you can align your vision with the reality of your organization, and foster a culture that supports your goals and values? Here are some steps to help you get started.

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Simone Hauser

Award winning Co-Founder, Executive Coach, Culture Architect, Adaptive Leadership, Culture& HR Practitioner…

1 Assess your current culture

Before you can plan for change, you need to understand where you are now. You can use various tools and methods to assess your current culture, such as surveys, interviews, focus groups, observation, or cultural audits. The aim is to identify the strengths and weaknesses of your culture, the gaps between your desired and actual culture, and the sources of resistance or support for change. You also need to consider the external factors that affect your culture, such as market trends, customer expectations, or regulatory changes.

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Simone Hauser

Award winning Co-Founder, Executive Coach, Culture Architect, Adaptive Leadership, Culture& HR Practitioner, Organisational Effectiveness, Change Consultant, agile Coach &Toastmaster
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We use our discovery methods to support organisations to assess culture. Using multiple data points is key to get a holistic picture on the culture and DNA of an organisation.

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Jürgen Neumann

CEO I visionary leader I Business Development I New Markets I Sales Growth I Restructuring I Sustained Growth I Financial Performance I PE and Corporations
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Internal KPI'S help to understand some data. To get the whole picture an external and neutral interview process is key. There the team normally is more open to talk.

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Francisco José Granados Parra

HSEQ | Administración de personal | Auditorias | Desarrollo organizacional | Mejora continua
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Conoce los propositos de todos en la organización, que los estimula, cuales son los miedos. Gestiona el cambio con asertividad y respetando las creencias, y aquellas con las que resuenan más, potencializalas hacia el beneficio del cambio.

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2 Define your desired culture

Once you have a clear picture of your current culture, you need to articulate your vision for the future. What kind of culture do you want to create, and why? How does it align with your strategic objectives, mission, and values? What are the key characteristics and behaviors of your desired culture, and how will you measure them? You can use frameworks such as the Competing Values Framework or the Organizational Culture Assessment Instrument to help you define your desired culture and assess its compatibility with your current one.

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Chelsea Bartman

Facilitator | Transformational Change Leader | Organizational Development | Continuous Improvement | Employee Engagement | Psychological Safety
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I love using Appreciative Inquiry to define the desired culture. The SOAR methodology will lead you through your Strengths, Opportunities, Aspirations, and Results to ensure that your team is in complete alignment.

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3 Develop your change strategy

After you have defined your desired culture, you need to develop a strategy to achieve it. This involves setting specific, measurable, achievable, relevant, and time-bound (SMART) goals and objectives, identifying the actions and initiatives that will support them, and allocating the resources and responsibilities for implementation. You also need to plan how you will communicate your vision and strategy, how you will engage and empower your people, and how you will monitor and evaluate your progress and impact.

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4 Implement your change plan

The next step is to execute your change plan, which requires strong leadership, commitment, and consistency. You need to role model the values and behaviors that you want to see in your organization, and recognize and reward those who do the same. You also need to provide ongoing support and feedback to your people, and address any issues or challenges that arise along the way. You need to be flexible and adaptable, and ready to adjust your plan as needed based on the feedback and results that you receive.

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5 Sustain your change efforts

The final step is to sustain your change efforts, which requires continuous improvement, learning, and reinforcement. You need to embed your desired culture into your policies, processes, systems, and structures, and ensure that they are aligned and integrated. You also need to review and update your goals and objectives, and celebrate and share your successes and lessons learned. You need to keep your people engaged and motivated, and foster a culture of innovation and collaboration.

By following these steps, you can develop your strategic planning skills in culture change, and transform your organization into one that reflects your vision and values. Culture change is not a one-time event, but an ongoing journey that requires vision, strategy, action, and persistence. As an executive, you have the opportunity and responsibility to lead and shape your culture, and to create a positive impact on your people, customers, and stakeholders.

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Jürgen Neumann

CEO I visionary leader I Business Development I New Markets I Sales Growth I Restructuring I Sustained Growth I Financial Performance I PE and Corporations
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IT is like PDCA cycle. You have to check yourself agian after some time, if the expected goals are achieved. Also important is to check if the goal still is correct or if e.g. due to market changes as well a goal needs a redefinition.

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6 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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Jürgen Neumann

CEO I visionary leader I Business Development I New Markets I Sales Growth I Restructuring I Sustained Growth I Financial Performance I PE and Corporations
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The points 3, 4, 5 only will be successful when the Management Team is involved to create ist and also supports it by 100%. Even better members of the team should be part of the definition

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You’re an executive looking to develop your strategic planning skills in Culture Change. How do you begin?

1

2

3

4

5

6

1 Assess your current culture

2 Define your desired culture

3 Develop your change strategy

4 Implement your change plan

5 Sustain your change efforts

6 Here’s what else to consider

Culture Change

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感谢您的反馈

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You’re an executive looking to develop your strategic planning skills in Culture Change. How do you begin?

1

2

3

4

5

6

1 Assess your current culture

2 Define your desired culture

3 Develop your change strategy

4 Implement your change plan

5 Sustain your change efforts

6 Here’s what else to consider

Culture Change

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