Awakening Change in Unaware Organisations

Managing culture is not a one off intervention or phase, it's a necessity for survival and growth and requires constant attention.

However, what happens when an organisation becomes oblivious to the need for change? How can leaders ignite the spark of transformation in a company that doesn't yet realise it's stuck in the past?

This article outlines some strategies and approaches for enabling culture change in organisations that might not even recognise the need for it.

1. Emphasize the Why: A very good place to start is by communicating the reasons behind the need for change. Paint a vivid picture of the evolving market landscape, emerging trends, and the potential risks of maintaining the status quo. Help staff understand that change isn't just for the sake of change but rather a strategic imperative for staying relevant and competitive.

2. Lead by Example: Cultural change begins at the top. Leaders must embody the values, behaviours, and mindset they wish to instil throughout the organisation. Consistency between words and actions is key. When staff witness their leaders actively embracing change, they are more likely to commit and follow suit.

3. Create Awareness: Sometimes, staff are simply unaware of the need for change. Utilise various channels such as town hall meetings, workshops, and newsletters to raise awareness about shifting market dynamics, customer expectations, and industry disruptions. Encourage open dialogue and invite staff to share their perspectives on where the organisation stands and where it needs to go.

4. Promote a Learning Culture: Cultivate an environment where continuous learning and development are not just encouraged but celebrated. Provide opportunities for upskilling and reskilling, whether through training programmes, mentorship initiatives, or access to learning resources. Empower employees to adapt to new technologies, methodologies, and ways of thinking.

5. Encourage Experimentation and Innovation: Break away from the fear of failure by fostering a culture that embraces experimentation and innovation. Encourage staff to test new ideas, take calculated risks, and learn from both successes and setbacks. Celebrate innovative thinking and recognise individuals and teams who dare to challenge the status quo.

6. Seek Feedback and Act on It: Establish mechanisms for gathering feedback from staff at all levels of the organisation. Listen attentively to concerns, suggestions, and ideas for improvement. Demonstrate a commitment to acting on feedback by implementing changes based on staff input. This not only fosters a sense of ownership and empowerment, but also strengthens trust and engagement.

7. Measure Progress and Adjust Course: Set clear metrics and benchmarks to gauge the progress of cultural change initiatives. Regularly assess key performance indicators related to staff engagement, satisfaction, productivity, and innovation. Be prepared to pivot and adjust course based on insights gathered along the way. Flexibility and adaptability are essential traits in navigating the complexities of cultural transformation.

Enabling culture change in an organisation that may not yet realise the need for it requires a fresh and authentic approach. By emphasising the why, leading by example, creating awareness, fostering a learning culture, encouraging experimentation, seeking feedback, and measuring progress, it is possible for leaders to ignite the spark of transformation and steer their business towards a brighter and more adaptive future.

Change may not always be comfortable, but it's often necessary for growth and resilience in an ever-evolving business landscape.

About the Author

Les is a coach, consultant, and facilitator who works with growth-oriented MDs and CEOs of businesses in “scale-up”. He is also a director of 20-20 Management which is a performance improvement company that specialises in leadership development and growth.

Les has a proven track record of helping clients deliver successful results by addressing vision and strategy, organisation structure, culture, and performance, and managing change to create more accountable, affordable, and agile businesses.

Contact Les to share an experience, thought, or idea or if you have questions about how to improve leadership and business performance.