How to Not Lose Your Company’s Culture During Change

Losing a Company’s Culture During Change

Is It Possible to Lose Your Company’s Culture During Change?
Unfortunately, it is possible to lose your company’s culture during change.  We define company culture as the way things truly get done in a company.  It can be measured by the way employees think, behave and work on a daily basis.  It includes the recognized and unspoken values and assumptions that drive key business behaviors and practices.  In short, an organization’s culture is what defines it.

Protecting the Best Parts of Your Company’s Culture During Change|
Certainly, company cultures can and should evolve over time.  But what happens when there is a major strategy shift, new leadership, a reorganization, a major change in talent, a merger or an acquisition?  Is your own company’s culture healthy enough and aligned enough to be up for the challenge? Is your own carefully wrought cultural identity as an organization at risk?

The short answer is “yes.”  Unless you…

1. Are Strategically and Culturally Proactive
Leaders who want to retain the best parts of their company’s culture during change need to be ready ahead of time. Instead of waiting for their culture norms to be diminished or even destroyed, they need to invest the time, planning and effort to head off a “culture clash” so the integration and alignment of change goes relatively smoothly from a cultural perspective.

2. Assess and Align Organizational Health, Performance, and Culture
As with any challenge, a clear plan, established proactively, can facilitate the path to success.  The key is to identify what you want to start, stop, and continue doing across three levels of culture that we call the little, medium and big Cs of culture:

The best cultural changes thoughtfully address each of the 3 Cs to ensure that the changes can effectively flow through their people and their culture to get implemented.  For example, a recent client found a material mismatch of culture in terms of how and where decisions were made between two divisions that were merging into one.  Another client found that their historical approach to risk taking was not aligned with their new solution offering.

3. Actively Involve Stakeholders
Find out both the fears of and what matters most to leaders, employees, partners and customers.  Co-create a plan that capitalizes on strengths and minimizes weaknesses.  Certainly you need to deal with real concerns about how the changes will impact specific customers and individual employees; but try to focus on the realistic benefits and opportunities that lie ahead.  A good rule of thumb is to put 2-3 times as much rigor toward a smooth cultural shift as you invest in the strategic and financial aspects.

4. Communicate the Plan Broadly
Once you have been proactive, identified strengths and weaknesses and actively involved your key stakeholders, it is time to communicate what you know, what you do not know and when you will be able to fill in the gaps.  Use clear, concise, and compelling language and make sure that you encourage feedback and open discussions.  Give everyone time to get used to the new reality and begin to appreciate the upside.

The Bottom Line
If your organization is about to undergo major change, make sure you have a plan to handle organizational health, performance management, and how work gets done compared to your strategic priorities.  Our organizational alignment research found that culture accounts for 40% of the difference between high and low performing companies.  Are you at risk of losing your company’s culture during change? Are you proactively aligning your company’s culture with your desired changes?

To learn more about the 3 Cs of culture, download The 3 Levels of a High Performance Culture

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FRDP Leader

Intuit

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

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Director, Software Engineering, EPG

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Vice President, Human Resources

Hyperion

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

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Human Resource Manager

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Bob Ward
Director of HR

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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Senior Project Manager

Hyperion

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

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Vice President, HR and IT

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

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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Human Resources Business Partner

Intuit

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

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