“𝘏𝘪𝘨𝘩-𝘱𝘳𝘰𝘧𝘪𝘭𝘦 𝘦𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘟 𝘭𝘦𝘢𝘷𝘦𝘴 𝘴𝘦𝘹𝘺, 𝘩𝘪𝘨𝘩𝘭𝘺 𝘪𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘷𝘦 𝘤𝘰𝘮𝘱𝘢𝘯𝘺 𝘠 𝘵𝘰 𝘸𝘰𝘳𝘬 𝘵𝘩𝘦𝘪𝘳 𝘮𝘢𝘨𝘪𝘤 𝘢𝘵 𝘴𝘵𝘳𝘶𝘨𝘨𝘭𝘪𝘯𝘨 𝘤𝘰𝘮𝘱𝘢𝘯𝘺 𝘡.”

Sometimes those situations bear fruit, but too often, when a company attempts to emulate another company, the results are disastrous. Cultures just don’t easily translate.

Four key elements should guide senior leaders as they invest in organizational culture change:

1.    𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗖𝘂𝗿𝗿𝗲𝗻𝘁 𝗖𝘂𝗹𝘁𝘂𝗿𝗲. Identify both the best elements of your company culture to keep and understand what aspects are holding you back.
2.    𝗗𝗲𝗳𝗶𝗻𝗲 𝘁𝗵𝗲 𝗗𝗲𝘀𝗶𝗿𝗲𝗱 𝗥𝗲𝘀𝘂𝗹𝘁. With an understanding of your current state, articulate the end state. This will shape the scope and scale of the culture change needed.
3.    𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗖𝗹𝗲𝗮𝗿 𝗥𝗼𝗮𝗱𝗺𝗮𝗽. Your transformation roadmap will define the timeframe and required rate of change as well as the sequence of how to bring about the change. It answers what functions or departments might take a leading role as well as the order of organizational behavior changes you need to tackle.
4.    𝗙𝗼𝗹𝗹𝗼𝘄 𝘁𝗵𝗲­­ 𝗥𝘂𝗹𝗲 𝗼𝗳 𝗧𝗵𝗶𝗿𝗱𝘀. From our experience, employees fall into one of three camps during a change effort. Roughly a third will be energized by the change and be your biggest champions. Find them and harness their energy. Another third will go along for the ride. They won’t be out front leading, but they won’t hold you back. The last third will be your resistors. Find them and either convert them or manage them out if they won’t fit the future vision of your company.

Creating a culture of innovation will be challenging, but when done successfully can be transformative and impactful to the bottom line.

Learn more about how we can help you at:  https://lnkd.in/edfHQag

Paul Salyards

#innovation #cultureofinnovation #lodestoneinnovation #lanesofperspectives #organizationalchange #transformation