There are plenty of articles that define culture, explain what a high performance culture looks like and gives angles on creating culture. The purpose of this article is to provide direction for anyone tasked with creating culture change. It is assumed that you understand what culture is, you have decided to make a change, and you want to know how to successfully implement a culture change.
We’ve had amazing weather in the US this spring. The middle of the country is inundated with too much rain while California suffers the worst drought in recorded history. Europe is experiencing warmer storms than normal while the eastern Mediterranean is dealing with snow.
An organization’s culture is more like the weather than you might think. It’s tangible and real. You can look out the window to gauge the weather. You’ll get a better idea of the weather if you go outside to feel how warm or cold or humid it is.
Because of what I do, I read countless articles on the topics of wellbeing, happiness, engagement, and other buzzwords, all of which have exploded in popularity in recent years. Most of these articles are highly repetitive, and I cringe when I see yet another on “The 5 Ways to _______” or another about the “Best Place to Work”. Many of these pieces are missing the point, and fail to actually identify the meaningful aspects of a positive workplace, i.e., people relationships.
One of the greatest business challenges is effectively changing a workplace culture. What if it’s an extremely large, global corporation? Some might view it as an unsurmountable challenge. Not Larry Senn. He has arguably been a part of more large-scale culture transformations than any other individual in the world. He’s the founder and chairman of the culture-shaping firm Senn Delaney, a Heidrick & Struggles company.
I had the pleasure of interviewing him as part of his gracious support of CultureUniversity.com, where he provides regular insights on best practices in culture change as one of our esteemed faculty members (see the full video interview – link). The insights he shared, and his regular columns, should help us all more effectively manage culture change.