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Cultural Change

This page examines team building for organisations, or 'cultural change'. It discusses one of the biggest issues for cultural change programmes - how to ensure the change is real and lasting - and outlines some of the alternative approaches that can be used. Cultural Change factors

Cultural Change can be successful only when you have a good understanding of the difference between the culture you currently have, and the culture you are trying to build. Clear and objective measurement is one common feature of successful cultural change programmes.

Cultural change

One way that you can achieve this measurement, and therefore understanding of the culture, is to pursue the first two steps in the life cycle of a 'top-down' cultural change programme, shown in the diagram. It starts with defining in precise terms the culture you are trying to build, which can be used to determine the change you need to make. Without this information, the planning stage cannot be properly focused, and is therefore a bit of a 'stab in the dark'.

The audit can be repeated at various stages, most notably at the end, in order to assess the impact of the programme. In fact, as in many walks of life, measurement is an important key to reducing the risk of failure. It can provide an early warning system for when things are not going as planned, enabling management to take appropriate corrective action.

The importance of follow up

The most important feature of successful cultural change programmes is the follow-up - but one that is most often left to drift. Without good follow up, all the effort put into the earlier stages can be lost, and the organisation may revert to its original state, or worse. It will also build cynicism that makes it difficult for management to implement future programmes.

Other key factors

People need to be both empowered and motivated in order for real change to take place. That is, you need to achieve a situation where all of management and staff are both able and willing to change. In the second part of this article, we'll consider the cost and investment made into cultural change programmes.

Cultural Change part 2: cost and investment



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©2013 Team Technology. Further articles/resources that may be of interest include: Personality Test, Personality Type Descriptions, Myers Briggs overview, The Basics of Team Building, What Career is Right for Me?, and Career ideas.