What is Culture?
Simply put - it’s a collection of habits and attitudes….. both of which are very hard to change - and takes time !
So, you’ve done a culture assessment in your organisation - bd have identified the gap between what your culture is and what you want it to be…….
And there are huge gaps!!!
Where to from here?
What to prioritise ?
sexual harassment, discrimination, predatory behaviour , lack of inclusion, bullying , just having a JOB?
You have X number of recommendations and issues – where on Earth do you start?
I read an article by Sally Woolford https://www.linkedin.com/in/sallywoolford where she shares 7 steps
- take a deep breath
- Treat the gaps as opportunities
- Connect the dots - and identify the change that will give most leverage
- Identify your strengths and celebrate wins
- Listen to your team
- Get buyin from your team
- Eat the frog first
Take a Deep Breath
Firstly, take a big deep breath – and remember you eat an elephant one piece at a time - never whole!
It’s a team thing - not for you to change alone
Your role is to communicate the report to the team and work out collectively with your team what to change
Treat the gaps as Opportunities
Look at the gaps as opportunities.
Your mindset is key
Every opportunity you take has impact.
Discuss them with your team and get buyin
Get the team to create SMART goals and Tasks to close those gaps
Connection and Leverage
Map out the connections – how does it all connect? What is the little change that will make the most leverage ?
Identify your strengths and celebrate those wins
Focus on what you good at - maximise them and celebrate them - quick wins are key
Listen to your team
Hidden amongst most culture reviews is the voices of your people – listen to them.
What do they really want? What matter to them?
Flexible hours, remote working , doing away with time sheets, a strategy, focussing on something bigger than themselves?
Get buy in to the change
Showing the thinking behind a strategic change or why it is necessary and essential.
Find the catalysts in your organisation / those movers and shakers and the influencers - and give them responsibility to make the change
Eat the frog first
What is that big thing that feel almost impossible to achieve? The gap that feels like you are constantly pushing shit uphill?
Those are the ones with real tangible impact.
And when you deliver on them, you feel that buzz of ‘We’ve done something quite amazingly hard and its worked.
Once you’ve tackles that - you can tackle anything