Are You Facing Any of These Drivers of Corporate Culture Change?
Other than a change in corporate strategy, we find most organizations that want and need to change their culture face at least one, if not many, of the above drivers of corporate culture change. Because strategy must go through culture and people to be fully executed, changes in leadership, strategy, or business circumstances often create the need to change how work gets done.
Any organization struggling to consistently execute their strategy in a way that makes sense to the business and to the people should take a hard look at its culture. While most organizations could benefit from increased productivity, a unique competitive advantage, and an easier way to get things accomplished, many organizations have not thought about culture from a strategic perspective.
Have you assessed your organizational culture to see if your culture is aligned with your strategy?
Examples of Drivers of Corporate Culture Change
Changes in leadership or how decision-making gets done tend to have a ripple effect on your culture and your people. Leadership misalignment increases churn, frustration, and disengagement.
Are all of your divisions, functions, and teams rowing in the same direction in a way that makes sense?
Because cross- and up-selling require high levels of collaboration, their currently fragmented culture and performance management systems needed to realign to the new growth strategy.
The Bottom Line
Keep an eye out for the most common drivers of corporate culture change. They often create or warn of cultural misalignment. When they happen, be wary of going directly from strategy design to action planning or capability assessment. Invest the time to ensure that the way work needs to get done (THE HOW) is fully aligned with your strategic goals (THE WHAT).
To learn more about how to handle drivers of corporate culture change, download A Purposeful and Aligned Organizational Culture – Your DNA for Success
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