The Art Of Organizational Culture Alignment For Growth

Grow enterprise change capability within your organization, during this webinar replay, Tim Creasey will share case studies from 10 different organizations and discuss how they’re weaving change management into the fabric of their businesses. Although each organization applied change management to fit their unique situation, six common themes emerged. Learn more on how to align with your organizational culture to improve alignment of acceptance of change management.

Transcript
Theme number one is align with your culture. How do we ensure that growing change muscle in the organization feels like an extension of who we are? And this is how I'm gonna show you each of the themes. Theme number one is align with your culture to improve alignment and acceptance. Now, in our hospital, it was a really interesting approach, right? It's a community hospital system. They have a very strong culture of taking care of their people, and so when they rolled out change management, it was positioned as a way to take care of our internal community during change in the same way that we work to take care of our community when they come and visit us. Very different than the pharma though, at the pharma, the pharmaceutical manufacturer. So, measurement is king, as we all want it to be, because we need a very high level of quality coming out of there.

With measurement as the lead, they started to really position ADKAR and measurement and movement through ADKAR as the way to position and introduce change management in the organization. Now, our manufacturing firm was a little bit different. In a manufacturing company, everything was around discipline related to the projects and the processes. And so when they introduced change management, it was brought in as a disciplined practice very much aligned with the discipline that existed already in the processes and projects within that organization.

At our high-tech firm, you know, they really needed to work to defuzzify change management. It was a very structured, detailed, task-oriented organization and culture. They said, "Give us very practical task-driven suggestions if this people side actually matters." And so change management was presented as a very practical task-driven, not fuzzy approach.

The web services firm had a culture of new and different and cutting-edge, and so they're very much were positioning change management as this something new, something different. And the retailer was interesting, very autonomous cultures across these various business units, that pushed back on decrees from the top. And so as they were building their approach to deploy change management, it was very much a consensus-driven approach that brought to life the input from those various autonomous business units. Six different cultural attributes, but how change management was brought to life in each.

#Prosci #ADKAR #changemanagement