The culture of your workplace is every bit as important as your overall company culture; each should reflect the same vision and values. Cultures can also be unique to different departments within a whole organization as there can be differences between supporting the business and working within the core of the company. They should, however, be complementary whenever possible.
In the book Change the culture, Change the game, the authors, Mac Roger Connors, and Tom Smith are quite specific about Culture Change, which they call C2. Their premise is that to shift your culture; it is critical to examine your experiences, beliefs, and actions. They further state that too often we concentrate too heavily on results, while neglecting the vital elements of backgrounds and beliefs.
When changing the elements of the culture of a company or workplace, we suggest that it be more of a transition than a transformation to ensure that a shift in your culture doesn’t mean that your vision and values are adversely affected. The very first thing is to ensure that all your stakeholders’ feelings, thoughts, and emotions are firmly aligned, or all “on the same page,” before your changes are implemented. Everyone must be clear on the “Why” or the purpose the common goal, and values.
Three further elements are also necessary for cultural changes within a workplace: Responsibility, Responsiveness, and Facilitation. It would be best if you also wholeheartedly encouraged dialogue, teamwork, and collaboration with your team members that are responsible for implementing the changes as well as the stakeholders who share your workplace.
In addition to these general elements, there are also some significant areas it would be prudent to concentrate during even a slight cultural shift in your workplace. They include:
People – The most critical factor of any change is always the human element of a service
Communication – Your communication about any change in your workplace culture should be timely, concise, and connect with your stakeholders on an emotional level
“Why” – It’s vital that your stakeholders understand the mission, vision, the importance, and purpose of the cultural changes to come; in other words, your reasons why.
Therefore, when making changes, however minor that they may be, which may affect your workplace’s culture, it would be prudent to be thoughtful, intentional and communicative. By thinking of your workplace as a living ecosystem that has a personality, it will become human nature for you to be careful and deliberate to any changes that you propose to make to the culture and thereby minimize the possible negative impact to your business.
Change the culture, Change the game.
Mac Roger Connors and Tom Smith
Start with why.