Top Indicators That You Need To Change Your Culture
Article | Accountability Insights
The Greek philosopher, Heraclitus of Ephesus (circa 500 BC), best known for his doctrine that change is central to the universe, gave us this oft-quoted phrase: “You cannot step twice into the same river; for other waters are ever flowing on to you.” Needless to say, this is certainly an apt depiction of business today. Leaders and managers must master the ability to facilitate and accelerate change in their people and organizational cultures in ways that effectively generate improved business results.
Culture produces results. When the results you need to achieve change, then a shift in culture is likely necessary to successfully deliver those results. So, how do you know whether you need to change your organizational culture? Here are some telltale indicators from our recently released New York Times bestselling book, Change the Culture, Change the Game:
| 1. | The results you need to achieve will be significantly more difficult to accomplish than past results. | |
| 2. | The results you need to achieve will require a significant change in direction for the organization strategically. | |
| 3. | The results you need to achieve will require a significant re-deployment or new deployment of people and/or resources. | |
| 4. | The results you need to achieve will require significant changes in processes, systems, skills and/or structure. |
When anyone of these are true, a change in culture may be signaled. However, when a combination of these are present, it is most likely the case that success will be out of reach unless you change your culture so that it can produce the results you need to get.
Not surprisingly, culture change has become a way of life in today’s organizations because change so thoroughly permeates the business environment. We’ve said this before and we’ll continue to say it: Managing your culture so that it produces the results you are looking for has become an essential role of leadership and a core management competency. Neglect it at your peril.
Click here to see a video of Todd Pope, President and CEO of TransEnterix as he talks about the need for culture change.
As you consider needed changes in your culture, remember this: The single most important change in thoughts and actions that must occur during a time of cultural transition is the shift to greater accountability and alignment for achieving the desired results. To learn more about how to effectively change your organization’s culture, go to www.partnersinleadership.com. Change the Culture, Change the Game.