What must a leader bear in mind when attempting to change workplace culture
How to BE inspiring to his/her team and how to inspire them to greaterlevels of achievement. People want to be wanted, needed, recognized,appreciated and not treated like a number. Jim Britt CEO Jim Britt, International, Inc That leaders come and go; cultures, meanwhile, evolve. The leader will have an impact only if he somehow fits into that evolution pattern.Nick Chuvakhin
A leader has to bear in mind that changes in culture take time, sofortitude and persistence are key for the leader. I agree with othersthat leading by example is key. The leader has to live the culture anddemonstrate its behaviors to the company. Also, the leader needs tobe willing to listen for valuable feedback from employees along theway in the process of culture change. Sebastian B. Insurance and Financial Professional
Leaders must understand that change in the workplace does not simplyensue through the implementation of programs, and distribution ofpamphlets and other handouts. Change happens amid employees. Studyany culture in history and you will find that groups, not leaders, createrevolutionary change. Leaders can have some kind of say to the changesthat occur, but they cannot direct change, they can only influence it. Change does not occur simply because one person wants it to happen; ithappens when a large portion of the people want it and seek it. Simplyput, change transpires when democracy in the workplace has a yearningfor reform. The only thing a leader can really do is guide change andensure that it does not lead to a path that may damage or even destroythe corporation. Continued
Bear also in mind the idiom, “actions speak louder than words”. Ifleaders truly want change to occur, then they too must endeavour toadjust their behaviour by displaying enthusiasm for change. Failure todo so will deter employees from adapting to the changes of theworkplace culture, because they see no rationale in doing so, given thattheir leader shows no interest for it. Neil P. Moncada Marketing Specialist & Aspiring Polymath
A leader has to bear in mind that changes in culture take time, sofortitude and persistence are key for the leader. I agree with othersthat leading by example is key. The leader has to live the culture anddemonstrate its behaviors to the company. Also, the leader needs tobe willing to listen for valuable feedback from employees along theway in the process of culture change. Chris Scott Business Leader, Strategist, and Implementer
1. Know how much leadership to offer and how much to let theindividuals grow on their own. Try to strike the right balancebetween specific and generic guidance so the unique individualtraits of the workers come through in the business model andsolutions to problems, system design and success of the firm arederived from the people running the enterprise and not from you. Anexcellent leader will be sensitive to this concept. 2. Manage constructively by fostering an environment respectful ofall points of view but lead by driving to fulfilling progressiveobjectives as a first priority and blend differences of opiniondecisively. Kenneth Larson Retired Aerospace Contracts Manager,
People come to the workplace with wildly differing degrees ofengagement, for a host of reasons, so I think a leader who tries tochange workplace culture should understand that there will bereluctance and inertia that a reasonable effort will not completelyovercome, and that trying to maximize buy-in by all parties may hitdiminishing returns. In the case of those who are reluctant,insulating the other team members from their possible passivity ornegativity should be something to keep in mind. Bill Nigh Content Creator and Technical Writer
To make a cultural change, first and foremost you will need tounderstand and be able write it down – as this will be the No.1, itemto “fuel” your team and allow the Transformation to be done in themost economical manner i.e. will curb strategic drift. You will need to be able to understand your corporate maturity leveli.e. Do not give steps any bigger than you can handle. Perform a stakeholder analysis, and be certain to understand thelikelihood of the key groups buying in to your strategy – you do notwant to find yourself running your own, soon after START.
Be honest with your self – do you actually have what it takes to driveit? Do you have the right leadership style for the type of change? If theanswer is NO, then consider alternatives – your business comes first. Understand what are the Key Success Factors – if you don’t know whatthey are, how will you recognise and celebrate achievements to keepthe momentum going? (believe me you will need those!) Do you have the right people in the mix? Will you need to acquiretalent and skills in line with the “new world”? And the final advice is – do not skimp on the planning!!! PPPPP (ProperPlanning Prevent Poor Performance). John (João) Costa Strategic Information Systems Executive
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