How to Actively Involve Employees in Corporate Culture Change

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The Challenge of How to Actively Involve Employees in Corporate Culture Change
It would be so easy to achieve corporate culture change if all it took was a top-down mandate.  Executives could simply dictate the way they want things done.  Unfortunately for many leaders, mandates from above work in very few corporate environments these days.

But culture is about a lot more than how to get the job done.  Beyond how people work, company culture includes the way people think and behave and all the known and unspoken values and assumptions that drive key business practices and behaviors.  In other words, there is a big part of workplace culture that involves the hearts and minds of employees that cannot be controlled simply by exerting executive authority.

Actively Involve Employees in Corporate Culture Change
To achieve true corporate culture change, employees need to be actively involved in the process.  They need to understand why culture change is needed, buy into how change will improve their circumstances, and actively participate in the effort to transform the everyday behaviors, habits and mindset that support a shift in the corporate culture.  The question is: how can an organization galvanize their employees to effectively participate in and promote culture change?  In other words, how can you actively involve employees in corporate culture change?

Employees as Culture Change Agents
The most effective and efficient way to accomplish culture change is to actively involve employees in corporate culture change.  You need to influence them  to become culture change agents.

1. Articulate a Compelling Purpose
First leaders need to define the company’s fundamental purpose in a concise, compelling and inspirational way. Employees need to be able to easily identify with the grand reason their organization exists; they want to share a company vision that appeals not only to their rational, but also their emotional, side.  Today’s employees want to be engaged in a meaningful enterprise.  Express your company’s reason for being in a way that employees will sign up for in both mind and heart.

2. Translate Aspirations into Actions
Vision and Mission statements provide focus and purpose but actions are what propel change. Ask each employee to think of ways they can support the change through actions in their current job.  Employees should understand that they will play a critical role in the culture transformation and their actions will drive the overall success of the initiative.  Recognize these simple actions as the beginnings of a movement—small demonstrations of progress toward outcomes the organization cares about.

3. Gather Converts
Slowly the early adopters of the change will inspire others to follow them. Success begets success.  By celebrating the small wins, the culture change gains recruits and steam.  Use all means at your disposal—company newsletters, social media, team and company-wide meetings—to trumpet steps in the right direction in order to encourage others to march along with you.

4. Sustain the Vision
The challenge now becomes one of staying on track. Watch for systems and processes that impede success and then adjust them.  Identify detractors and either persuade them to support the change or to move on.  Keep the momentum going and celebrate progress.

The Bottom Line
Don’t be fooled into thinking that your executive power and authority are all that’s needed to effect corporate culture change.  You need the active, committed involvement of your work force to succeed.

To learn more, download Do You have a High Performance Organizational Culture to Drive Your Strategy?

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Vice President, HR and IT

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

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Director of HR

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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Director of Human Resources

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

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Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

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President and Chief Executive Office

Fujitsu

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Workforce Planning Bureau

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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Rambus

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.

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Roche

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

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Intuit

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

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Firmware Engineering Supervisor

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