Accelerate Culture Change by Leveraging Your Strengths

a man with imaginary strong arms to show how one can Accelerate Culture Change

To Accelerate Culture Change, Focus on the Strengths of Your Culture
Unless you have a systemic culture problem that threatens the very existence of your business, we advise our clients to focus on what’s right with their culture rather than what’s wrong if they want to accelerate culture change.

In our over twenty years of helping clients transform their corporate culture, we have found that when companies focus less on what’s toxic in their culture and more on what’s healthy, they are able to leverage their strengths and more actively engage their people to drive the cultural changes required to execute their strategies.

The Positive Approach to Accelerate Culture Change
Sure, there are almost always aspects of workplace culture you want to change.  But don’t lose sight of what’s working. Take a positive approach and build on your strengths.

Four Best Practices to Accelerate Culture Change
Here are 4 best practices to accelerate culture change:

1. Make the Case
It is human nature to resist change when things are going relatively well. It will be up to you as a leader to explain to your employees why the change in culture is needed and how the successful transformation will benefit the work force, your clients, and the company as a whole. Make sure each employee clearly understands the rationale for the change in terms of the future of the business as well as what’s in it for them as individuals.

The more you actively involve them in the process and the more transparent you can be about the case for change, the more willing your work force will be to embrace and support it.

2. Respect the Good, Motivate Toward the “Even Better”
Here’s your opportunity as a leader to appreciate, recognize and salute what is working. These are the strengths of your culture that help both the people and the business. Articulate the good whatever it may be…from a strong customer service orientation to an unwavering commitment to quality.

Then use that as a platform to build cultural strength and change where it is needed most.

3. Monitor, Track and Reward Desired Culture Change
In order to accelerate culture change, you must translate the changes you desire into actions and behaviors needed from each employee. Everyone needs to know exactly how they are expected to do their work differently to align with the “new way.”

Then you need to carefully watch for employees doing it right, praise them for the desired behaviors, and recognize them for both their effort and success.

4. Create Culture Change Leaders
Look for the early adapters who have embraced the change and recruit them as change advocates to help accelerate culture change. The best culture champions are trusted influencers and natural leaders and are skilled in coaching and developing others.

They act as culture change champions, support people managers, tell the positive personal stories that sustain the vision of successful change, and inspire and motivate their coworkers.

The Bottom Line
It is possible to accelerate culture change if you build on strengths rather than focus on weaknesses. Instead of berating employees for all that’s going wrong, you can encourage them to do more of what’s going right.  Don’t underestimate the power of the positive approach.

To learn more about the three areas of culture to pay attention to, download The 3 Levels of a High Performance Culture

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We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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AKQA

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

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I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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HR Director

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

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Hyperion

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

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Vice President Human Resources

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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Senior HR Manager - Staffing, Training, & Development

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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