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/ DO YOU NEED TO CHANGE YOUR ORGANIZATIONAL CULTURE?

DO YOU NEED TO CHANGE YOUR ORGANIZATIONAL CULTURE?

IN: Culture change.8 SEPTEMBER, 2017
DO YOU NEED TO CHANGE YOUR ORGANIZATIONAL CULTURE?

Will you be able to achieve the results if your employees maintain the current way of thinking and acting? If they maintain their organizational culture without changing it?

 

Peter Drucker said “Culture eats strategy for breakfast”. We say “Change the organizational culture to align with Strategy and you will enjoy with exceptional results.”

 

Companies around the world such as Apple, General Motors, Petronas, Starbucks, Whirlpool, Sony and Mc Donalds have had very significant and sustainable increases in results through the change of organizational culture with Partners In Leadership, represented exclusively in Portugal by Bright Concept.

 

To get an idea of ​​this methodology take a pen and write a result that your organization would like to achieve but it’s at risk.

 

Results:

 


 

Now write down what you propose to achieve the results.

 

What you propose to do:

 


 

Most leaders and managers in this situation focus their efforts exclusively on actions, ie new plans, rules and procedures. However, our clients quickly learn that they can accelerate organizational change by broadening their focus to working out the ideas that people believe in, such as, beliefs, and the interactions they have with their employees – experiences.

 

When leaders work with the deepest level of beliefs and experiences, they carry the accelerator of cultural change.

 

In a cultural change program we are conducting, the employees themselves have created the slogan “Just change perspective” to deal with the behaviour change they have to do to achieve results.

 

Business Directions generally do not focus their attention on what employees believe, because they think it takes longer to change and does not change by decree. In fact, without the right methodology, working at the level of actions is easier than at the level of beliefs. However, focusing on actions alone results in frustration and a culture where employees say, “Tell me what to do,” instead of thinking “What else can I do?”

 

Try to write a belief or idea where many of your employees believe that if it were changed, it would help to achieve the desired result.

 

Current Belief:

 


 

Now write the way of thinking that would increase the possibility of achieving that result.

 

New Belief:

 


 

What prevents people from embracing this belief? Finally, write the experiences, that is, the interactions you need to have with people, so they can create this new belief.

 

Experiences:

 


 

It is always good to remember that all your actions, conscious and unconscious, influence the experiences, beliefs and culture of your employees. For this influence to lead your organization to the results you want, you need to work with the right methodology. Try it!

 

96% of business leaders say that organizational culture has more impact on results than strategy. However 75% spend more time on strategy (Partners In Leadership 2010-2014 Accountability Study)