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Inspiring Corporate Culture Change


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Learn 6 critical steps to successfully inspiring corporate culture change.

These are the steps I have identified as being necessary during major LEAN implementations and can provide a meaningful path to any major change within your company.

The accompanying blog post for this presentation can be found by visiting:

Published in: Business
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Inspiring Corporate Culture Change

  2. 2. What is Corporate Culture? Corporate Culture refers to the shared values, attitudes, standards, and beliefs that characterize members of an organization and define its nature. Corporate culture is rooted in an organization's goals, strategies, structure, and approaches to labor, customers, investors, and the greater community. INSPIRING CORPORATE CULTURE CHANGE
  3. 3. Ask Yourself Objectively: • Do you have a firm understanding of your company’s corporate culture and could verbalize its description? • Does this description coincide with the overall objectives and activities of the company? • Who is really managing and leading the direction and vision of your corporate culture? INSPIRING CORPORATE CULTURE CHANGE
  4. 4. Know Yourself What You Want to Change • Identify specifics as to – what you want to change – the method & approach as to how the change needs to occur – how the change will be measured to ensure its effectiveness. • Decide how you will communicate these factors to your employment force, i.e. in stages, through training, rallies, etc. • Be organized and able to answer any questions; if you don’t know all the how’s and the why’s, you will not be able to inspire or lead the change. INSPIRINGCULTURECHANGE
  5. 5. Know Your Audience • Inspiring change is like a sales pitch: – Explain why the change(s) is needed – Describe how the change(s) will benefit each employee as an individual, rather than the company as a whole – Overcome the objections with logical reasoning – Make it personal: Do not just explain this to your management team and expect them to roll it out – it won’t work • Be specific in what your employment force should expect with implementing your change(s) • Be specific in what the expectations are of them and why. The worst action Executive Leaders take is assuming that policy can be deployed in a memo without explanation. It’s a much smoother transition and greater results if the reasons behind decisions are shared with your employment force and they too, are sold on the idea. INSPIRING CORPORATE CULTURE CHANGE
  6. 6. Re-Align KPIs to Drive Desired Changes • Key Performance Indicators (KPIs) are necessary to align with your change(s): – Provides the path for success for each individual and the part they play – If your change(s) is not measurable, it’s not actionable. – Without measuring performance differently, change will not happen • KPIs need to be specific to each position or individual in the company • Ensure KPIs have corresponding metrics, data collection of metric results through appropriate processes and procedures INSPIRING CORPORATE CULTURE CHANGE
  7. 7. Seal the Deal/ Embrace the Change • Document It! – KPIs, processes, procedures, job descriptions, performance reviews have to be documented and structured • Enforce It! – Once documented, enforcing is easy • Reward It! – When metrics and results are achieved, or even improved, make a deliberate point to recognize individuals and reward departments • Improve It! – Business growth should always be evolving, any corporate change(s) should include an exuberance for consistent improvements as opportunities present themselves INSPIRINGCULTURECHANGE
  8. 8. Elect Change Champions • Decide how many Change Champions you need and what their specific function to inspire change will be • Select various positions at different levels from which the candidate pool from which to draw, i.e. a mix of managers, administrators, laborers, etc. • Have the employees elect their own Change Champions • Design separate milestones, KPIs and incentives for your Change Champions INSPIRINGCULTURECHANGE
  9. 9. Motivate the Change • Find something that your employment force can “get behind” in order to motivate everyone being on the same page: – This can be as simple as a slogan all the way up to purchasing giveaways that brand your change(s). • Set a “Change Has Happened” goal or a specific metrics result to achieve, and provide an incentive once it is achieved: – Sponsor a company party, luncheon/ brunch, allow a scattered 2-hour lunch for people to run errands, etc. something that will generate individual enthusiasm for the goal. In some instances a friendly internal competition may also be very effective. • Publically recognize individuals that contribute to the change(s): – It is critical to publically recognize those who contribute to your change(s) objectives. Even if you have a strict budget where appreciation parties and other rewards and incentives are not possible, publically recognizing your employees’ efforts in front of their peers goes a long way and it inspires others to follow suit. INSPIRING CORPORATE CULTURE CHANGE
  10. 10. For More Information Visit: INSPIRINGCULTURECHANGE