Want to Change Your Organizational Culture? Read On

Creating a robust organizational culture is one of the primary levers leaders must utilize to develop high-performing teams. When leaders build a strong culture, employees know how top management wants them to respond to situations. Furthermore, employees learn that they will be rewarded for demonstrating the organization’s values. In this article at MIT Sloan, Rose Hollister, Kathryn Tecosky, et al. explain why business leaders and executives must build a solid organizational culture.

Organizational Culture Crucial for Transformation

All organizations are different, so leaders must build an organizational culture for the specific context in which their businesses operate. “Customer centricity and ecosystem focus are the critical reference points for defining organizational strategy and priorities,” say the authors. They provide the cultural foundation necessary to support innovation, rapid adaptation, and organizational resilience.

How Can Leaders Bring About Change?

Leaders must understand their role in shaping an organization’s culture. On the other hand, organizations must make intentional efforts to help develop their leaders. How should leaders approach changing the cultural needs? As a leader, you must recognize that culture change is a daunting task. For many organizations, cultural norms have become deeply ingrained over the years. Some employees may welcome change, while others see the current norms as the ladder for business success.

Here is a set of cultural transformation principles that you must follow:

Cultural Change Responsibility

If top leadership and executives fail to authentically support the desired culture transformation, change efforts will undoubtedly be in vain. Executives must balance, empower, articulate, and communicate their growth and development. Furthermore, they must encourage the most nuanced culture shifts.

Cultural Values and Behaviors

Create a clear picture of the desired future state. Start by defining the frontline target culture. Then, identify the other forces such as leadership, organizational systems, and processes that will support and reinforce it. Gather input from frontline employees about what they value and how culture impacts their ability to perform at their best.

To read the original article, click on https://sloanreview.mit.edu/article/why-every-executive-should-be-focusing-on-culture-change-now/.

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