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Cultural and Transformational Change
3 Types of Culture Change
- Developmental Change: Natural Growth: Managing Developmental Change is very much like raising children.
- Transitional Change: Moving to a Known State. Defensive change implemented carefully to protect the nature and the character of the enterprise
- Transformational Change: Moving into the Unknown. The success of leaders of Transformational Change depends more on vision than on analysis, more on learning than on knowing.
Driving Change
- Is there something obvious that drives change? How do we get from Current State to Future State?
- It starts with clear vision, aligned leadership, systems thinking, and collaborative vs. transactional behavior
- How do we get these? TEACH THE NEW REALITY. The way we change is a human intervention, based in a set of habits.
- Start the process of growing leaders a using structured career progression, a structured technical/human skill development process and a structured leadership development process
Expectations for a “Lean” Culture
Leaders that adopt a “Lean” operating culture will have these expectations:
- What they implement must fit and facilitate their Vision and business strategies.
- They will look to build a culture that improves external relationships with suppliers and partners.
- The “Lean” Culture seeks collaborative rather than transactional behavior.
- The result is a “Lean” Culture providing sustainable operational and fiscal improvement.
Only the leadership and the staff of an organization can change the way the organization performs. You can have leadership without quality performance but you cannot have quality performance without leadership that believes quality performance is important.
- Reshape the "thought processes" of your organization from a "now" focus to a "future" focus.
- Build an understanding of working in an uncertain and complex environment.
- Reshape the assumptions underlying your culture to align it with your vision.
"Don't live too long with the people who refuse to change their behavior, especially if their work is important to achieving your goal of creating a new culture. Your tolerance for old behaviors signals that you are not serious about change."
Emerson