MANAGING CULTURE CHANGES
| Tip Sheet
Shifting the culture of an organization or group is no small task. Changing the customs, traditions
and values shared by a particular group of people requires dedication, influence, support from
others and a lot of communication.
KNOW WHERE YOU’RE HEADED.
What is it you would like to achieve with your
culture? What value does a culture shift add to your
organization?
What are your customers, employees and
community looking for that your new culture can
provide? Why do the customs, traditions and values
you plan to ingrain matter to these stakeholders?
GET BUY IN.
Who is already onboard with the new culture? Who will be easy to convince? Hard?
- Take the time to get on the same page with some key players before spreading
your message. Where does the rest of leadership stand?
- Talk 1:1 with influencers of all ages, in all departments and levels.
- Know that not everyone will be a cheerleader for your cause. Work with those
who are to gain momentum, and let the resisters take their time to warm up to the
idea. For some the new culture may mean they need to move on, and that’s ok.
SPREAD THE WORD.
To make any culture shift, you need a sea of communication. Live and breathe the
new values and traditions, bring it up at every turn. If people are sick of hearing it you
know you’ve gotten your point across.
MAKE IT FUN.
Engage people in how they can incorporate the new culture in their day-to-day. Hold
contests, brainstorming sessions, spot-awards when you catch people living up to the
new culture. The more enjoyable being a part of the new culture is, the faster your
team will get on-board.
Accounting made awesome. | kristenrampe.com