Change Methods That Work

Last week we talked about the change methods leaders typically use that do not work. This week, we want to talk about the methods that actually do work–the methods that we talk about in our recent New York Times bestseller, Change the Culture, Change the Game. To be clear, culture change does not require a large personality, cunning manipulation, inspirational appeals, or giant leaps of faith. It simply requires honest intentions, conscious thought, and focused effort. What sort of effort? Effort focused on modeling the new culture for everyone in the organization. Yes, it is just that simple. Once you have identified the new experiences, beliefs, and actions that define the new culture and results you want, start modeling the change. In the words of Albert Schwitzer, a Nobel Peace Prize Winner, “Example is not the main thing when it comes to influencing others, it is the only thing.”

Remember, culture change is about one thing: shifting the cultural beliefs that are created through daily organizational experiences and that end up determining daily actions. Experiences create beliefs, beliefs determine actions, and actions produce results.

How do leaders model? There are four important steps. First, clearly identify the belief you want people to hold. For example, lets say that you want people to be more vigorous in their follow-up with third-party vendors. The belief you want people to hold is that they can and should influence the vendor—the vendor is not outside of their control. Second, tell people the belief you want them to adopt as they watch you model the behavior. Third, model the behavior—do it just the way you want them to do it. In this case, it may be making a phone call to the vendor with some of your key people looking on. Fourth, ask for feedback on the experience: what did they see happen? How do they feel about it? Could they see themselves doing it?

When leaders honestly execute each of the above steps, they launch the same thought process in those who are watching. Soon, others get the message that “I ought to be doing that, too.” The result? Everyone in the organization begins looking for the “new belief” behavior, thinking about that behavior, and seeking that behavior both in their fellow workers and, most importantly, in themselves.

Culture change occurs when leaders model the new culture. To learn more about change methods that do work, go to www.partnersinleadership.com. Find out how you can begin changing your culture today.