CULTURE CHANGE

 

Culture change is hard.  Or it can be easy...

This goes to the heart of our philosophy of "From Force to Flow".  When you try to get people to change you immediately set up resistance, and then your beautifully designed change programme comes grinding to a premature halt.

For change to stick, people have to not just accept it, but want it.  So culture change comes down to one simple question: "How can I create the conditions for people to want to change?"

No two organisations are the same, so we don't have a one-size-fits-all change process.  How it will look will depend on where you're starting from and where you want to get to.  But here's an outline of how it works:

  1. It start with Engagement - engage with people at all levels (to get the organisation change-ready)
  2. Gather people's opinions
  3. Generate ideas based on those opinions
  4. Get feedback on your ideas and ask for further alternatives
  5. And then get everyone involved in the change process

 

Here's the big caveat: for this to work, you have to embody the change you want to bring about.  As Ghandi said, "Be the change you want to see in the world."

The number one reason change doesn't stick is senior leadership wanting to change their people, whilst carrying on themselves as before.

That's why Leadership Coaching is such an integral part of the change process.  Think of it as the lubrication reducing the friction and allowing it all to flow more easily.

So that takes us full circle: change can be hard, or it can be easy.  It's up to you.

If you're ready to move From Force to Flow, just get in touch and we can have a chat to see how it can work for you.