Ignore Culture at your Own Peril

“Culture eats strategy for breakfast.” - Peter Drucker

Introduction:

Edgar Schein, MIT Professor of Management and author of Organizational Culture and Leadership: A Dynamic View, contends that many of the problems confronting leaders can be traced to their inability to analyze and evaluate organizational cultures. Attempts to create a new vision, or make wholesale organizational changes, fail because they run counter to the culture. Major changes must at least address culture, and they may even require work to change the culture.

What is culture? My favorite definition: it is the presuppositions that make behavior acceptable or unacceptable. Gordon Gecko said "Greed is good." So any behavior that allowed him to make money was OK. The simplicity of this definition is a good foundation for analysis. To me culture is not icons, the furniture, artifacts or values. The physical items indicate the culture. And values are certainly driven by the presuppositions that make the culture. Of course, understanding values and artifacts is needed to grasp the culture.

But it can be difficult and confusing to do culture work on your own. Luckily, there are consultants, such as ProAction Consulting, who can help. Here is how we do it.

1. Objective Assessment:

Before embarking on any cultural transformation journey, a thorough understanding of the existing culture is paramount. Culture change consultants are equipped with tools and methodologies to objectively assess the current state of affairs. Whether it's through surveys, interviews, or cultural audits, these experts can uncover hidden dynamics and pinpoint areas that need attention.

Jon Katzenbach highlights the significance of this initial step: "A deep and accurate understanding of the current culture is essential for successful change because it avoids the mistake of imposing incompatible new values and behaviors on the organization.”

2. Tailored Strategies:

"If you are building a corporate culture of greatness, you have to define culture on your own terms and with the people you work with." - Frances Hesselbein, former CEO of the Girl Scouts of the USA.

Once the current culture is mapped, consultants work hand-in-hand with leadership to craft tailored strategies for change. No two organizations are identical, and what works for one may not work for another. A consultant brings a fresh perspective and a wealth of experience, enabling them to design interventions that resonate with the specific needs and challenges of the organization.

3. Employee Involvement and Engagement:

"People don’t resist change. They resist being changed!" - Peter Senge, author and organizational theorist.

For any cultural shift to be successful, employees must be active participants in the process. Culture change consultants are adept at fostering employee engagement by involving them in the decision-making process. This collaborative approach not only ensures a smoother transition but also cultivates a sense of ownership among employees.

4. Leadership Alignment:

"Everything I do is a reinforcement or not of what we want to have happen culturally." – Steve Balmer, Former CEO, Microsoft.

Culture change often requires a shift in leadership mindset and behavior. A consultant acts as a guide for leaders, helping them understand and embody the desired cultural values. By aligning leadership with cultural transformation, consultants pave the way for a top-down ripple effect that permeates throughout the organization.

5. Continuous Monitoring and Adaptation:

"The only sustainable competitive advantage is an organization’s ability to learn faster than the competition." - Peter Senge.

Cultural change is not a one-time event but an ongoing process. Consultants provide the necessary tools and frameworks for continuous monitoring and adaptation. By regularly assessing progress and making real-time adjustments, organizations can ensure that the cultural shift remains aligned with business goals and evolving external factors.

6. Overcoming Resistance:

"You never change things by fighting the existing reality. To change something, build a new model that makes the existing model obsolete." - Buckminster Fuller, inventor and futurist.

Resistance to change is inevitable, but it can be managed. Culture change consultants are well-versed in identifying and addressing resistance at various levels within an organization. By fostering open communication and addressing concerns, consultants create an environment where employees feel heard and supported, easing the transition.

Conclusion:

In the ever-evolving business landscape, the ability to adapt and thrive is synonymous with success. Corporate culture, as the underpinning of organizational identity, plays a pivotal role in this adaptability. Hiring a culture change consultant is not just a prudent decision; it's an investment in the sustainable future of the organization.

In the capable hands of a culture change consultant, organizations can embark on a journey that transcends the superficial and delves deep into the core of what makes them unique. Through objective assessment, tailored strategies, employee engagement, leadership alignment, continuous monitoring, and overcoming resistance, consultants guide organizations to not just change their culture but to evolve into a more adaptive, resilient, and successful version of themselves. A culture change consultant is the compass guiding organizations toward this competitive advantage, ensuring they not only weather the storms of change but emerge stronger on the other side.