Transplanting Trees: An Unexpected Model For Organizational Culture Change

My last stint in the healthcare arena was as the executive director of a struggling operation that had a local reputation for being a state-of-the-art facility... with a terrible culture.

The facility was located deep within an affluent part of North Houston and frequently oversaw the care of the "local elite." During the interview process, I was told - more like warned - that this operation had "eaten incredibly seasoned executives alive." Now, I would love to say that the sole reason I said yes to the role was to rise to the challenge. Ultimately, it was a mixture of that, being 11 minutes from my front door, and being able to work in the community I lived that made me say "yes."

On my first day, I have to admit, I was on high alert. What I hadn't anticipated was that everything seemed okay. Everyone was friendly. The team was relatively tenured. The Interim Director of Nursing spoke to how good the team really was.

As I got settled in, I started noticing the cracks in the proverbial pavement. Once I was able to start meeting with the leadership team 1:1, I was able to get a much better feel for what was going on behind closed doors.

The environment was tense. Department Head meetings were often punctuated by exasperated sighs, scoffs, blaming, under and over functioning, and a general sense of just doing enough to not get fired. Needless to say, the stakes were high.

While I learned more about the constant Leadership Turnover, ongoing state and federal audits, and a culture that made employees feel like no-one actually cared about them as humans, I found myself feeling a little bit "whelmed" by the amount of things needing to be juggled.

The issues felt more than just operational lackluster. There was a cynicism and complacency at our team's core - its roots were not taking in nourishment.

If you are anything like me, then you will profoundly understand what I mean when I say, THAT'S when my mind started snowballing: How can I root this team in some clearly stated values and operations expectations? Hmm Roots. Trees. South Texas Hurricanes. Why are some trees able to withstand hurricanes AND freezes better than others? What makes a resilient tree? How could you move those more resilient trees to where you want them? Oh no, what if the soil is actually bad and not the tree? How would you make the soil healthy enough so the resilient tree could flourish? Wait... Can a sickly tree transform into a resilient tree?

Naturally, I went on a bit of a deep dive into how to successfully transplant trees (not at all allowing my curiosity to steal an hour of my day away). What I learned I tried to implement with my teams and operation. While it was a definitely a test of grit, and I wasn't able to bring everyone with me to our new state, the biggest compliment I have received over my career was when our company ownership and CEO visited 6 months in and said some form of the following sentiment:

Wow. Even the air is different. It just feels better here - more welcoming, bright, intentional - not even just the staff, but the customers too.

You see, just as trees need the right conditions to thrive in a new environment, organizations must create an atmosphere conducive to embracing change. Intentional cultural shifts within organizations can be as delicate and complex as transplanting a tree, requiring thoughtful assessment, preparation, and ongoing attention.

What I tested out as an executive director of a healthcare facility, I also brought with me as i jumped into the GovTech space. What I have found is the better a leader is at navigating the process to foster healthy growth and sustainable transformation amongst teams, the healthier their culture and employees become.

So, in an effort to make meaning for myself and anyone else leading a culture change initiative (or even just trying to impact an organizational culture), here is how we can look to the Tree Transplantation Process as a model for guiding our culture change efforts:

1. Determining When to Transplant:

Much like deciding the timing for tree transplantation, organizations must carefully consider when to initiate culture change efforts. Springtime, with its conducive environment for growth, can be likened to periods of organizational stability or growth. This may be an opportune time to introduce changes, leveraging the momentum and energy within the company. However, just as in springtime planting, it's crucial to provide ample support and resources to manage potential stress or resistance.

Alternatively, fall may represent a period of readiness for change, akin to the autumnal season where nature prepares for dormancy. Cooler temperatures and reduced demands can offer a favorable environment for rooting new cultural norms.

Yet, organizations must ensure they complete the transplant before the metaphorical "ground freezes," symbolizing resistance or entrenched habits.

Winter, with its dormancy, may seem an unlikely time for transplantation, but for organizations facing crises or urgent need for change, this period of relative calmness can provide an opportunity. However, just as in winter transplanting, extreme conditions and challenges may arise, requiring meticulous planning and execution.

2. Determining Which Parts SHOULD Be Transplanted:

Not all organizational cultures are healthy or conducive to growth. Just as diseased trees may not survive transplantation, toxic work cultures may hinder change efforts. Before initiating a culture change, it's essential to diagnose any underlying issues such as lack of alignment with organizational values, communication breakdowns, or resistance to innovation.

Addressing these issues requires a holistic approach, much like treating a sick plant. By identifying and remedying the root causes of cultural malaise, organizations can ensure a smoother transition to a healthier culture. Whether it's addressing pests (negative influences), diseases (systemic issues), or sunlight requirements (alignment with organizational goals), proactive diagnosis and treatment are paramount.

Before initiating cultural change, organizations must assess the health and suitability of their existing culture.

A culture plagued by issues such as resistance to change, lack of alignment with strategic goals, or toxic behaviors may not survive transplantation.

Similar to diagnosing a sick tree, identifying the root causes of cultural ailments such as resistance, misalignment, or toxicity is essential. Once diagnosed, organizations can implement targeted interventions to address these issues and prepare the culture for transplantation.

3. The Actual Transplanting Process:

The process of transplanting organizational culture mirrors the steps involved in relocating a tree:

1. Plan Ahead: Just as selecting the right species for a specific environment is crucial for tree transplantation, aligning cultural aspirations with organizational goals is paramount. Organizations must ensure that the desired culture aligns with their vision, values, and strategic objectives.
2. Select High-Quality Elements: Choosing cultural elements that exhibit resilience, adaptability, and alignment with the desired culture is essential. Organizations should prioritize behaviors, norms, and practices that promote collaboration, innovation, and inclusivity.
3. Handle with Care: Delicate handling of cultural elements during the transplantation process is vital to prevent damage and ensure successful integration. Clear communication, stakeholder engagement, and change management strategies are essential for minimizing resistance and fostering acceptance.
4. Prepare the Environment: Creating an enabling environment for cultural transplantation involves removing barriers, addressing systemic issues, and aligning policies, processes, and structures with the desired culture. Providing support, resources, and incentives for cultural alignment is critical for facilitating adoption and sustainability.
5. Water and Nurture: Sustaining cultural change requires ongoing nurturing and reinforcement. Organizations must invest in leadership development, training, and communication to embed desired behaviors and values across all levels of the organization.

4. After Transplanting Care:

Cultural transplantation is not a one-time event but a journey that requires patience, persistence, and resilience. Like a newly transplanted tree, organizations should refrain from fertilizing, or imposing additional stressors on the culture immediately after transplantation. Instead, they should allow time for adjustment, acclimatization, and growth. Expecting immediate results or full recovery is unrealistic; cultural change takes time to manifest and requires continuous monitoring and adaptation, with the understanding that full adaptation may not take only 6 months -- but, more likely, several years.

Reflection:

By nurturing a supportive environment, addressing underlying issues, and providing ongoing care and reinforcement, we can cultivate cultures that foster innovation, collaboration, and sustained growth. Embracing the complexity, uncertainty, and inherent challenges of cultural transplantation is essential for fostering resiliency.

Perhaps you are in a struggling operation needing clarity and guidance for how to engage with their work and each other.

Perhaps you've identified the need to pivot your organization's values to better align with a new directive.

Perhaps you've noticed a trend of discontented employees and poor performance.

Wherever you find yourself, you would do well to remember that just as a well-transplanted tree thrives in its new environment, a successfully transplanted culture can propel organizations towards greater success, innovation, and resilience in an ever-evolving landscape.

I'm curious:

1. Does this track with your experience?
2. Do you see a gap that ought to be considered when leading culture change initiatives?
3. What caveats would you give a fellow change manager?