Wouldn’t that be nice?! Alas, it’s rather unlikely to happen. And in the real world, we don’t expect to recreate the culture of an organisation at lightning speed either.
Many of us will be tucking into our festive feast on Christmas day after hours of preparation in the kitchen – and we’ll appreciate the work involved as we’re munching away. Similarly, we recognise the effort required to enjoy the benefits of a positive, healthy and fulfilling culture in the workplace. But it takes time.
In our last blog we highlighted the importance of culture in an organisation. How do we achieve a positive culture in the first place? And does everyone agree that it’s worth the effort?
In a recent study by Booz & Co, a staggering 96% agreed that culture is needed in their organisation. 60% of respondents said culture is more important than strategy and 51% thought their organisation’s culture was in need of a major overhaul.
The study also highlighted the disparity between the desire for culture change and the lack of action taken by organisations to achieve and maintain it. When change is on the menu, some of the biggest obstacles to success include:
· employees failing to understand the changes and why they are being made
· change fatigue - when there are too many competing priorities
· a lack of resource required to sustain those changes
· management excluding lower-level employees from the change plan
· boomerang effect - initial changes fade when management moves on to other priorities
These issues keep a change initiative from gaining momentum and achieving ultimate success. It takes more than a few short-term alterations and a token gesture. Developing a positive culture takes commitment. We all want pigs in blankets, goose fat roasties and gravy made from scratch and these take time as well!
At Alive, we study where you are and where you want to be. We look at any changes taking place, policies and procedures that are integral to the business, the communication channels in place, development opportunities available to employees and particular challenges to overcome. We agree realistic goals but we encourage innovative ideas to introduce truly effective, communications and engagement that supports your organizations culture.
There are many factors involved in the change recipe. And everyone must play their part – there’s no ‘too many cooks spoiling the broth here!’ We’re also not suggesting that culture is a shortcut to successful organisational change. However, there’s overwhelming evidence to support the fact that positive culture works. It makes a difference - and the proof is in the Christmas pudding! Just like your stuffing, cranberry sauce and optional Brussels sprouts, it takes time, effort and experience to produce the perfect blend. Enjoy and we’ll see you in 2014!
View the full study here http://www.booz.com/global/home/what-we-think/reports-white-papers/article-display/cultures-role-organizational-change
Many of us will be tucking into our festive feast on Christmas day after hours of preparation in the kitchen – and we’ll appreciate the work involved as we’re munching away. Similarly, we recognise the effort required to enjoy the benefits of a positive, healthy and fulfilling culture in the workplace. But it takes time.
In our last blog we highlighted the importance of culture in an organisation. How do we achieve a positive culture in the first place? And does everyone agree that it’s worth the effort?
In a recent study by Booz & Co, a staggering 96% agreed that culture is needed in their organisation. 60% of respondents said culture is more important than strategy and 51% thought their organisation’s culture was in need of a major overhaul.
The study also highlighted the disparity between the desire for culture change and the lack of action taken by organisations to achieve and maintain it. When change is on the menu, some of the biggest obstacles to success include:
· employees failing to understand the changes and why they are being made
· change fatigue - when there are too many competing priorities
· a lack of resource required to sustain those changes
· management excluding lower-level employees from the change plan
· boomerang effect - initial changes fade when management moves on to other priorities
These issues keep a change initiative from gaining momentum and achieving ultimate success. It takes more than a few short-term alterations and a token gesture. Developing a positive culture takes commitment. We all want pigs in blankets, goose fat roasties and gravy made from scratch and these take time as well!
At Alive, we study where you are and where you want to be. We look at any changes taking place, policies and procedures that are integral to the business, the communication channels in place, development opportunities available to employees and particular challenges to overcome. We agree realistic goals but we encourage innovative ideas to introduce truly effective, communications and engagement that supports your organizations culture.
There are many factors involved in the change recipe. And everyone must play their part – there’s no ‘too many cooks spoiling the broth here!’ We’re also not suggesting that culture is a shortcut to successful organisational change. However, there’s overwhelming evidence to support the fact that positive culture works. It makes a difference - and the proof is in the Christmas pudding! Just like your stuffing, cranberry sauce and optional Brussels sprouts, it takes time, effort and experience to produce the perfect blend. Enjoy and we’ll see you in 2014!
View the full study here http://www.booz.com/global/home/what-we-think/reports-white-papers/article-display/cultures-role-organizational-change