Comprehensive, System-Level Strategic Culture Change
For when you want to bring a new way of doing the work, and working together, into every process and person in your organization.
Do you recognize yourself here?
1. As an executive manager, your organization has just acquired another company. You’ve got more employees than you know what to do with. Everyone, from bottom to top, is concerned about whether or not they’ll have a job.
2. As a leader, you’ve just been assigned to a different division. You know you need to reorganize how people work together – too many silos and fiefdoms, not enough of seeing each other as working for the organization’s benefit as a whole.
3. A new leader has been hired. She’s worked in the industry before, has good credentials, and has some strong ideas about how things how the organization needs to be restructured. She’s asked you to research and advise her on the change management aspect of the restructuring.
Or you may be experiencing your own unique “system-wide” challenge, but no matter what the case, you are probably wondering, now what?
With change, you can’t just hand everyone a business card with a new title and expect them to “get it”.
Your staff or employees are going to need to adjust and historically, humans just aren’t great at that. And who can blame us? Most adults in an organized environment are most comfortable with continuity, not change. It’s a human nature thing. If change came easy to all us and we all welcomed it, life might actually be more chaotic than comfortable. There has to be a happy medium.
What you need instead is a comprehensive strategy to address the changes, like:
- what is and isn’t going to change,
- what do you and your organization members have to start doing, and equally important, stop doing,
- and get to the point where everyone can ride the wave of change without so many wipe-outs
Together we develop a strategy, and figure out just what will help you, your team and employees move most quickly and effectively through the change.
How we start.
An organization-level culture change needs a phased approach. We’ll take series of actions based on your organization’s unique needs over the course of 8-12 months.
You can dip your toe in, and if you want truly sustainable, accelerated change I recommend a program that addresses the needs of your entire organization, like my Signature System, summarized below.
Step 1. Assess the Situation – Determine organization members’ recognition of what needs to change, and their willingness to do so.
Step 2. Develop Self Reflection Skills – Grow self-awareness skills. So many times we think that if we just have the right system, process or form, it will carry us to success. In reality, the human beings in your organization came make (or break) just about any system you put in front of them. Shifting their mindsets to understand what it means to be fully responsible for their actions as part of their jobs, supports any desired change.
Step 3. Master the Art of Human Nature – Re-familiarize organization members with “the nature of human nature.” Working with human nature improves each human interaction in any person’s job, and also each person’s own management of themselves – their own motivation, energy and creativity.
Step 4. Master the Mindset of Interdependence – Organization members will learn the components of a model that helps manage the interdependence of their 3 major stakeholders, and how to practice and apply this mindset.
Step 5. Develop an Action Plan to Make Change Stick – Create a plan to practice, integrate new behaviors and solidify buy-in.
… so your managers and employees are truly equipped to deal with change so that they can see their way past any resistance, roll with the punches, turn on a dime if necessary, and accelerate the pace at which they move forward toward your business goals.
For a private complimentary consultation on how this approach can meet your needs, contact Mary directly here.