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Changing your Culture could save your whole organisation
Because your culture is all that matters...
Making a significant and lasting change takes far more than a training session and a to-do list.
Defining your shared goals, creating a shared pathway towards those goals, and establishing an environment where your whole workforce can walk that path together, can feel like an enormous undertaking – but it’s the only way to achieve real change.
Changing the culture of your organisation – fundamentally altering the atmosphere, the way things are done, the way your people communicate and work together – can be a lengthy process, and is definitely one that needs careful planning and gradual rollout.
But the truth is that the world is always changing, increasingly quickly, and the changes impacting every person in your team get more significant more rapidly every single day.
To successfully implement lasting cultural change in any organisation is a hefty process – but it’s a process we are experts in.
We can prove how effective our programmes are, and the scope of impact and change you will achieve when you trust us to implement the change you need.
Usually, when Leaders and Managers recognise that something needs to change, and that there are problems in their organisation, it’s because your people aren’t happy. You’re losing your most talented employees, you’re stuck in a cycle of recruitment and training that can’t seem to keep people in your team, and you’re so lost in the weeds that you can’t quite pin down why things are wrong – just that they are.
That’s where we come in; organisational change – and embedding a culture where people can truly thrive in their work – is what we do best. Working with ASK doesn’t just tick a box for off-the-shelf L&D – we understand what you really need, what has to change, and – most importantly – how to achieve it.
How?
What is the problem that needs to be solved?
There’s a crisis at the core of every change; identify the crisis, and let people know it’s urgent.
Look at the growth of communication technology; picture a business owner with bases in the UK and in America one hundred years ago, and the length of time any communication between those offices would then have taken. News of a crisis would take weeks to be delivered, and longer still to be responded to.
Today, those messages can be communicated in an instant, decisions can be made in real time, and changes can be made to counter any issues immediately.
This rapid response to issues is a sign of a cultural shift in how we do business – and that kind of significant cultural change is a process we can guide you through if your organisation needs to meet challenges head on.
Who is on your team?
Who steps forward when a crisis arises? This is your team, ready to lead the change – don’t ask for a team, position those who already care to lead the change.
ASK consultants can work with your organisation to identify what strategic goals you have for your organisation, and help you to implement the changes needed to reach those goals. We have tools to identify the team members who can make the most significant difference and bring your entire workforce along with you, creating a significant change in the culture and evidencing the success of that change.
We have many years of experience in successfully implementing widescale cultural change, and we work with you to identify the issues within your organisation, and create a unique strategy to meet problems face on and implement change that will have a lasting and significant impact on the success of everything you do.
What needs to be done?
Let the people who recognise the crisis identify what needs to be changed, and create a vision of their end goals, then break that down into what steps need to be taken to get there.
As an animal, people are, at their core, often resistant to change, and this is particularly apparent when they are being told to change, having the need for change dictated to them, but being kept separate from the decision-making process about what that change will entail.
Communicate and empower
Don’t just tell your team there’s going to be change; listen, engage and really hear their concerns – and address them with the goals you set and steps you implement to reach them; demonstrate the new methods and encourage them to replicate them.
People are more accepting of change when they are led through the process than when they are told to do things differently.
If you want to successfully create cultural change, and rapidly and fluidly adapt the way that your organisation functions and your workforce perform, you need to involve them at every stage of that process – from decisions about what they will be learning and why, to what end goals that learning will achieve, and include a culture of social learning and communication at the core of the entire process.
Short term wins lead to long term change
Reward every small success: prove the effectiveness of new learning and methods and let those successes feed more of the same.
This level of commitment and engagement ensures that there is a genuine, recognisable and significant shift in the culture of the organisation, bringing employees at every level of the organisation together to a new way of thinking and doing.
Yes, this takes time – but involving the key players in the process from the very first step ensures that everyone keeps pace, and that the culture of change itself is instilled in the whole organisation, meaning that there is less resistance to the idea that further changes may come if your organisation is to keep up with your industry, and a world which never stops evolving.
You don’t want to just go through the motions; you want change. You want people who can achieve more, and feel confident doing it. You want Leaders and Managers who take their teams forward. You want to unlock everybody’s full potential.
And we can help.
How?
Just ASK!