How to make sure culture change is a process, not an event

by | Jul 18, 2022 | Culture

Over the past 12 months, we’ve collected a lot of data on high-performance cultures. And while great analytics provide an essential foundation for growth and change, they don’t encompass the entire change strategy.

At innerlogic, we combine a methodology and a technology to help organizations accurately measure culture. The effectiveness of our analytics however, like all data, ultimately rests on a willingness to reflect, engage, and commit to action from key leaders and influencers in the group.

When transforming data into tangible growth and change, follow these guiding principles:

  • Establish a send of urgency
    • Examine findings with a factual lens. Productive change begins when you have the discipline to confront the facts of your current reality, whatever they might be. A question to ask that often helps create urgency is, “what’s going to happen if nothing changes in this area?”.
  • Set your priorities
    • “If you have more than three priorities, you have no priorities.” – Brené Brown. Resist the urge to boil the ocean, and rather, hone in on a few key areas you have the capacity to impact over the coming months.
  • Form a guiding coalition
    • Assemble a diverse, representative, and influential group to lead the change effort. Bring this team together to drive ideation in an open and honest way based on the priorities form the report, and ensure they are empowered to act on the groups vision.
  • Create short term wins
    • Begin to implement initiatives that are visible and obvious based on the feedback provided from the data. They don’t have to be monumental, but rather little changes that send a signal that things are in motion and the feedback provided is making a difference right away.
  • Strategize long term success 
    • In the midst of celebrating short term culture wins, continue to plan bigger initiatives that will be instilled more gradually.

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