If a business is composed of a set of individuals with a common goal, then the culture of the group is how these goals are created and accomplished. As long as the business results remain positive, major changes in culture may be counterproductive. However, if negative results are the norm, then the culture should be thoroughly examined to determine how it contributed to the demise. Difficulties arise when the culture needs significant improvement to improve business outcomes.
Changing the culture, or as I prefer to call it “the how of the what” requires changing belief systems and mindsets. Not a simple task and not for the faint of heart. It is also not terribly practical to attempt to do this en masse. Instead, start small. Talk to one or just a few of your direct reports, or the core group of your project teams. Discuss where you want the group or the firm to be in three, six, and twelve months. Share your observations of what is hindering progress and ask for input and then offer suggestions. If you can make policy changes then do so if you are confident they will not backfire. Unless bankruptcy or a hostile takeover are imminent, slow and steady communication (there is that word again) is the path to success.
Copyright 2016 Doug Ringer
Doug’s Blog is a frequent memo that is always powerful and to the point. It focuses on innovative ideas to help organizations create Profitable Habits that improve profitability.
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