You can’t “do” culture change to your organization. Culture arises from the beliefs and underlying assumptions held by the people in the organization. Trying to change culture by decree or through training programs won’t affect people’s beliefs.
The following opinion is an extended look into “The Force Multiplier Theory.” It’s a concept I’ll introduce below, and it’s one we routinely use in helping organizations, teams, and leaders to understand the role of culture in organizational performance and effectiveness.
The overarching idea isn’t rocket science. Seemingly, whenever we share this perspective with people they always nod their heads in agreement and say, “absolutely,” or “we really need that.” Yet, as basic as the idea might seem, we still see organizations struggle with this concept and fail to invest in it, or not to its full potential.
Are we losing the art of conversation?
In an age where digital monologues, selfies, and superficial chats are the norm, the power of conversation is waning. Disconnected in our connected world, text, email, and social media exchanges are hardly interactive, let alone conversational.
TV, live-streamed and public-event ‘conversations,’ from political debates to discussion groups, tend to be immature, combative and divisive because there is something to ‘win,’ and because there is an ‘entertainment value’ to be optimised.
The interest in culture continues to grow but this growth comes with a proliferation in over-simplified and incorrect information about culture and culture change. CultureUniversity.com launched in 2014 to cut through this misinformation and it has grown to be a great resource for leaders and change agents to learn about organizational culture. Over 30 organizational culture enthusiasts and experts shared their insights in 2016.
10 posts garnered the highest traffic and my personal top insight from each post is captured in the list below.
Corporate culture was presented and discussed from all angles: What it is, how to measure it, how to change it, how to keep it aligned, whether you are in a start-up, in high-growth mode, or retrenching.