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Driving Culture Change 
- Transform teams and organizations 
Presented by : Suchi Jain Saxena
So what is culture?
Culture is… 
…how people work 
and 
how they work together.
Culture is… 
…created and driven 
by the values 
set by the individuals, 
teams and organizations.
And values are… 
…the behavior and skills 
that are 
rewarded in employees.
So to transform your culture…
…start with transforming your values.
Implementing Cultural 
Change
Methodology for Culture Change 
1. Create 
your “New 
Values”
Methodology for Culture Change 
2. Identify 
gaps in 
current 
state 
1. Create 
your “New 
Values”
Methodology for Culture Change 
2. Identify 
gaps in 
current 
state 
3.Communic 
-ate new 
Values 
1. Create 
your “New 
Values”
Methodology for Culture Change 
2. Identify 
gaps in 
current 
state 
3.Communic 
-ate new 
Values 
4. Lead by 
example 
1. Create 
your “New 
Values”
Methodology for Culture Change 
2. Identify 
gaps in 
current 
state 
3.Communic 
-ate new 
Values 
4. Lead by 
example 
5. Assess 
and course 
correct 
1. Create 
your “New 
Values”
Breaking it down
#1 Identify your New Values 
1 
Cleary articulate your core values 
Spend time and energy in detailing the values that matter. Elaborate on the 
specifics, clarify any questions and provide context and details around each.
#1 Identify your New Values 
1 
2 
Cleary articulate your core values 
Spend time and energy in detailing the values that matter. Elaborate on the 
specifics, clarify any questions and provide context and details around each. 
Define what’s acceptable and what’s not 
Identify examples of behavior that will no longer be acceptable and hence not rewarded. 
Provide clear examples and highlight “wins” that matter.
#2 Identify gaps in current state 
1 
Involve the individual 
Your employees have great ideas too – involve them and get their feedback on what is not 
working today.
#2 Identify gaps in current state 
1 
2 
Involve the individual 
Your employees have great ideas too – involve them and get their feedback on what is not 
working today. 
Be honest 
It is hard to be honest and critique your existing culture (more so, if it was set by you). Be 
honest – don’t ascribe blame. The goal is not to find who is wrong, but what is wrong.
#2 Identify gaps in current state 
1 
2 
Involve the individual 
Your employees have great ideas too – involve them and get their feedback on what is not 
working today. 
Be honest 
It is hard to be honest and critique your existing culture (more so, if it was set by you). Be 
honest – don’t ascribe blame. The goal is not to find who is wrong, but what is wrong. 
3 Share examples 
Share success stories and failures. Share the times when you or others didn’t live up to 
the new values or goals. Bring in examples from other teams, external companies etc., as 
appropriate.
#3 Communicate 
1 
Communicate Change 
Communicate change effectively. Provide context around change. Communicate 
in every forum – large settings, small groups and one-on-ones, as required.
#3 Communicate 
2 
Manage FUD (fear, 
uncertainty and doubt) 
Recognize employee’s emotional change 
through change and address it head-on. 
The change transition curve 
demonstrates employee’s emotional state 
during the process of change – from 
anger, fear to hope, enthusiasm. 
As a leader, your job is to communicate 
and manage the change so as to address 
employee’s fears.
#4 Lead by Example 
1 
Be the change you wish to see in your team 
Embody the new culture in your words, behavior and actions. For example, if you want to 
create a customer-focused culture, then start by being customer-focused yourself.
#4 Lead by Example 
1 
2 
Be the change you wish to see in your team 
Embody the new culture in your words, behavior and actions. For example, if you want to 
create a customer-focused culture, then start by being customer-focused yourself. 
Create conditions that align with your culture 
Change the environment to reflect and allow for the acceptance of the new culture. If being 
BOLD and HONEST is part of your values, create an environment that fosters that.
#4 Lead by Example 
1 
2 
Be the change you wish to see in your team 
Embody the new culture in your words, behavior and actions. For example, if you want to 
create a customer-focused culture, then start by being customer-focused yourself. 
Create conditions that align with your culture 
Change the environment to reflect and allow for the acceptance of the new culture. If being 
BOLD and HONEST is part of your values, create an environment that fosters that. 
3 Align incentives to match the culture 
Assess and evaluate all employees on their implementation and alignment with the new 
values. Reward employees who lead by example.
#5 Assess and Course Correct 
1 
Continuously follow-up and assess 
Don’t just talk about the change in the beginning – you must continuously emphasize the 
new values and assess how your team or organization is doing against those values.
#5 Assess and Course Correct 
1 
2 
Continuously follow-up and assess 
Don’t just talk about the change in the beginning – you must continuously emphasize the 
new values and assess how your team or organization is doing against those values. 
Establish Accountability 
Hold every individual accountable to align with the new values. Sometimes, this means 
firing and letting go of employees who are not setting a good examples for others. It’s 
tough – but it must be done to avoid any impediment to the full implementation of the 
change.
#5 Assess and Course Correct 
1 
2 
Continuously follow-up and assess 
Don’t just talk about the change in the beginning – you must continuously emphasize the 
new values and assess how your team or organization is doing against those values. 
Establish Accountability 
Hold every individual accountable to align with the new values. Sometimes, this means 
firing and letting go of employees who are not setting a good examples for others. It’s 
tough – but it must be done to avoid any impediment to the full implementation of the 
change. 
3 Patience and Persistence 
Changing the mindset and instinct of each individual takes time. Don’t give up when 
setbacks happen or things take longer than expected.
Revisiting our Methodology 
2. Identify 
gaps in 
current 
state 
3.Communic 
-ate new 
Values 
4. Lead by 
example 
5. Assess 
and course 
correct 
1. Create 
your “New 
Values”
Q&A
THANK YOU.

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Driving Culture Change to transform teams and organizations

  • 1. Driving Culture Change - Transform teams and organizations Presented by : Suchi Jain Saxena
  • 2. So what is culture?
  • 3. Culture is… …how people work and how they work together.
  • 4. Culture is… …created and driven by the values set by the individuals, teams and organizations.
  • 5. And values are… …the behavior and skills that are rewarded in employees.
  • 6. So to transform your culture…
  • 9. Methodology for Culture Change 1. Create your “New Values”
  • 10. Methodology for Culture Change 2. Identify gaps in current state 1. Create your “New Values”
  • 11. Methodology for Culture Change 2. Identify gaps in current state 3.Communic -ate new Values 1. Create your “New Values”
  • 12. Methodology for Culture Change 2. Identify gaps in current state 3.Communic -ate new Values 4. Lead by example 1. Create your “New Values”
  • 13. Methodology for Culture Change 2. Identify gaps in current state 3.Communic -ate new Values 4. Lead by example 5. Assess and course correct 1. Create your “New Values”
  • 15. #1 Identify your New Values 1 Cleary articulate your core values Spend time and energy in detailing the values that matter. Elaborate on the specifics, clarify any questions and provide context and details around each.
  • 16. #1 Identify your New Values 1 2 Cleary articulate your core values Spend time and energy in detailing the values that matter. Elaborate on the specifics, clarify any questions and provide context and details around each. Define what’s acceptable and what’s not Identify examples of behavior that will no longer be acceptable and hence not rewarded. Provide clear examples and highlight “wins” that matter.
  • 17. #2 Identify gaps in current state 1 Involve the individual Your employees have great ideas too – involve them and get their feedback on what is not working today.
  • 18. #2 Identify gaps in current state 1 2 Involve the individual Your employees have great ideas too – involve them and get their feedback on what is not working today. Be honest It is hard to be honest and critique your existing culture (more so, if it was set by you). Be honest – don’t ascribe blame. The goal is not to find who is wrong, but what is wrong.
  • 19. #2 Identify gaps in current state 1 2 Involve the individual Your employees have great ideas too – involve them and get their feedback on what is not working today. Be honest It is hard to be honest and critique your existing culture (more so, if it was set by you). Be honest – don’t ascribe blame. The goal is not to find who is wrong, but what is wrong. 3 Share examples Share success stories and failures. Share the times when you or others didn’t live up to the new values or goals. Bring in examples from other teams, external companies etc., as appropriate.
  • 20. #3 Communicate 1 Communicate Change Communicate change effectively. Provide context around change. Communicate in every forum – large settings, small groups and one-on-ones, as required.
  • 21. #3 Communicate 2 Manage FUD (fear, uncertainty and doubt) Recognize employee’s emotional change through change and address it head-on. The change transition curve demonstrates employee’s emotional state during the process of change – from anger, fear to hope, enthusiasm. As a leader, your job is to communicate and manage the change so as to address employee’s fears.
  • 22. #4 Lead by Example 1 Be the change you wish to see in your team Embody the new culture in your words, behavior and actions. For example, if you want to create a customer-focused culture, then start by being customer-focused yourself.
  • 23. #4 Lead by Example 1 2 Be the change you wish to see in your team Embody the new culture in your words, behavior and actions. For example, if you want to create a customer-focused culture, then start by being customer-focused yourself. Create conditions that align with your culture Change the environment to reflect and allow for the acceptance of the new culture. If being BOLD and HONEST is part of your values, create an environment that fosters that.
  • 24. #4 Lead by Example 1 2 Be the change you wish to see in your team Embody the new culture in your words, behavior and actions. For example, if you want to create a customer-focused culture, then start by being customer-focused yourself. Create conditions that align with your culture Change the environment to reflect and allow for the acceptance of the new culture. If being BOLD and HONEST is part of your values, create an environment that fosters that. 3 Align incentives to match the culture Assess and evaluate all employees on their implementation and alignment with the new values. Reward employees who lead by example.
  • 25. #5 Assess and Course Correct 1 Continuously follow-up and assess Don’t just talk about the change in the beginning – you must continuously emphasize the new values and assess how your team or organization is doing against those values.
  • 26. #5 Assess and Course Correct 1 2 Continuously follow-up and assess Don’t just talk about the change in the beginning – you must continuously emphasize the new values and assess how your team or organization is doing against those values. Establish Accountability Hold every individual accountable to align with the new values. Sometimes, this means firing and letting go of employees who are not setting a good examples for others. It’s tough – but it must be done to avoid any impediment to the full implementation of the change.
  • 27. #5 Assess and Course Correct 1 2 Continuously follow-up and assess Don’t just talk about the change in the beginning – you must continuously emphasize the new values and assess how your team or organization is doing against those values. Establish Accountability Hold every individual accountable to align with the new values. Sometimes, this means firing and letting go of employees who are not setting a good examples for others. It’s tough – but it must be done to avoid any impediment to the full implementation of the change. 3 Patience and Persistence Changing the mindset and instinct of each individual takes time. Don’t give up when setbacks happen or things take longer than expected.
  • 28. Revisiting our Methodology 2. Identify gaps in current state 3.Communic -ate new Values 4. Lead by example 5. Assess and course correct 1. Create your “New Values”
  • 29. Q&A