How can you measure your progress towards a promotion in Culture Change?

To understand or measure progress, you must first decide on destination. Once you have fixed the destination, you need to think about the time estimated to reach the destination. To ensure you have taken right path you must know which milestone you will be encountering Enroute. Now this whole journey should be aligned with overall vision for this journey to be meaningful. This is how I think, whenever something has to be measured….. two aspects , effective and efficient…..both need to be understood…..do not compromise one for other……so decide what is more important at every step

setting SMART goals is crucial: Specific: Define precise objectives. For example, "Implement a new feedback system across the team by Q3." Measurable: Establish clear metrics to track progress. For instance, "Achieve a 20% increase in employee engagement scores." Achievable: Ensure goals are realistic. Consider resources and constraints. Relevant: Align goals with the organization’s mission and your role in cultural change. Time-bound: Set deadlines. For example, "Complete leadership training by the end of the year." These goals enable you to monitor your performance systematically, making it easier to demonstrate your contributions and readiness for promotion.

Be intentional in seeking feedback from stakeholders. It is important to run surveys, do random temperature checks . Do research and capture trends

Having pulse checks periodically can help to evaluate the effectiveness of the culture change. It ensures that you can quickly identify what is working, what could be improved, and what needs to be scrapped.

My opinions -Employee engagement surveys -Behavioral observation -Leadership alignment -Training and development -Employee feed back channels as put it earlier -Recognition programmes among others

Not only seeking feedback, but also being able to change based on it. Even experienced change practitioners sometimes find it very difficult to incorporate feedback they receive.

During the year, I gather stakeholder feedback. I tie my success to the success metrics outlined by the client. I look at adoption/sustainment numbers and reduction in error or increase in speed/quality of task accomplishment.

What helps to get a promotion is to: - Document your results, in a way that you have the factual evidence - But you need to make sure that the results you're getting are in line with the goals set (make sure to check that your goals are set to get you a promotion) - Get feedback so you have more evidence that you're on your way But the most important is to ensure the right people see the results, and get the feedback and will help you get the promotion. Because a lot of times having the right people in your corner is the most critical element to get that promotion! Especially in an environment where office politics play a role.

To measure progress towards a promotion in Culture Change: Record Key Actions: Document initiatives and actions taken towards culture change, noting outcomes. Impact Analysis: Capture the impact of these actions on the organization's culture, like improved teamwork or communication. Compile Evidence: Create a concise portfolio of reports or case studies that showcase your role in driving change. Regular Updates: Keep this documentation updated to reflect ongoing efforts and successes. Showcase Achievements: Use this documentation in performance reviews or discussions with leaders to highlight your contributions.

In my experience reflecting on one's learning can be a valuable way to measure progress towards a promotion when aiming to drive cultural change. I consider the following: ? Think about key skills like communication, influence, empathy, and relationship-building - Have you seen improvement over time? What feedback have you received from others on how these culture leadership skills are developing? ? Reflect on changes in your mindsets and perspectives towards driving culture change. Are you thinking more strategically or systemically? Do you have more patience and tenacity? ? Consider moments where your values or purpose have been tested. How did you respond? What does this say about your principles and leadership potential?