Culture and the Change Process – Having the Lens to See.

There are many people speaking today about culture.  The idea that is being presented is that if you change your culture you will change your organizational success.  The real question that exists is how many cultures have truly been changed and are there some case studies that can prove the concept of a cultural change that produces physical advancement.

As a business consultant I have experienced many businesses and organizations that suffer from having a culture that is operating  anywhere near perfection.

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“Culture can be thought of as the foundation of the social order that we live in and of the rules we abide by”. Schein, Edgar H.
A change process  that is designed to improve a culture, in short is extremely hard work.   often business and organizations will hire a consulting firm with the hope for immediate results.   We are beginning to understand that absent of basic tenets or the rudiments of business an  organization can drift off course very easily.

The key to engineering a quality change process is to identify leadership that is both willing and wanting to see a culture change with specific defined ends in mind.

In organization or business may have cultures and subcultures, many of which are required in order to ensure that business or organization is able to grow.

For instance, let’s consider a business that has a phone room. In the phone  room that culture must be  designed to create conversion especially around the sale of its offerings.   That very same business may  manufacture vitamins for the consumer to use.    the manufacturing of vitamins require detail to continuous improvement and quality control.  Within the same business you’ll see we have a variety of needs that will in some ways defined the culture.

Our practices learning to develop cultures of character.  what this means more specifically is that we begin to help the various cultures to operate at peak levels of performance both personally and professionally.    The work that we do is often customized around the need of the business or organization.   We see ourselves as architects of business and organizational cultures and  as such use appropriate tools to measure the progress and to ensure that the management and the leaders who are involved are able to take part in the transformational process and at the end of the day be proud of the progress that they are making to ensure congruence,  success,  and growth.

The bottom line to an effective change process especially as a relates to developing a healthy, thriving, and  growing culture  is to look at your organization through a variety of lenses  and understand how each culture within your organization or business functions.    True transformation  is the result of defining each area within your business or ongoing concern and helping that area to Maximize.   It is extremely helpful to have a common vision and a common good that everyone within the organization is able to take part in.

Ultimately, progress happens because leaderships have determined to not only sit at the helm but to take action to ensure that each and every department within their organization and business is advancing.

In  the beginning of this article we discussed the basic rudiments that were required to build a more dynamic and growing business organization.   It stands to reason that when you take seriously the tasks of people development as well  as tend to intentional cultural management that organization will ultimately outperform those that don’t.

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