Main Change (Step 8)

change cultureA company’s culture is deeply embedded in the system and is due to this fact extraordinarily difficult to vary. For instance, you can’t just reward individual efficiency if the requirements of your new organizational tradition specify teamwork. Let’s not forget that organizational tradition is like an iceberg with most of its weight and bulk under the floor. The failure to implement lasting change ceaselessly happens as a result of senior leaders underestimate the difficulty of changing a company’s culture. The eighth and final step of John Kotter’s, Eight Steps for Leading Change Model, is a critical activity for ensuring that the brand new adjustments the organization has achieved are lasting. Telling workers what is anticipated of them is crucial for effective organizational culture change. But it does imply that leaders have to rethink how to drive and sustain change in the event that they wish to materially enhance the success of their transformation programs.

It appears clear that there’s a disconnect between what many corporations say about culture and how a lot they attend to it. Only about half of all workers say their leaders deal with tradition as a priority on a day-to-day basis. You must consciously determine the cultural implements and resolve to alter them.

The topic requires students to critically assess the pressures for change in a recent organisational change, the diagnostic process whereby the change was selected, the change management course of(es) used to implement the change, individual/group reactions to the change and the way these were managed, the effects of the change, an general evaluation of the change, and proposals for enchancment.

After we find a companion in life, we are continually instructed by others – ‘don’t let them change you!’ We’re told within the media, ‘keep true to yourself’, ‘don’t let anyone change you’. A pal of mine is CTO at an organization that’s respected within the trade for its healthy tradition and excellent fashionable steady supply practices. Your high people assume wow, our leaders are clueful, and they’re critical about reworking our tradition.” They leap on board and immediately expertise and display higher performance and better morale. In sum, the culture of an organization creates its unique, complex face and character. How can change be managed if the supervisor does not understand ‘change’ themselves.

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