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    Cultural Transformation: in 9 Steps

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    Martín Oropeza
    This 9-step model outlines how to transform an organizational culture based on Kotter's 8-step change model. Step 1 is to identify what needs to change by understanding the current culture. Step 2 is to get leadership support by identifying key leaders, creating a change team, and empowering leaders. Step 3 is to focus on key behavioral shifts by creating a clear vision and targeting interventions on critical behaviors. The full guide provides steps 4-9 and a bonus on cultural fit assessments. An example is provided of 3UK transforming its culture from weak to engaged through this process within 4 years.

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    Cultural Transformation: in 9 Steps

    Uploaded by

    Martín Oropeza
    64 views7 pages
    This 9-step model outlines how to transform an organizational culture based on Kotter's 8-step change model. Step 1 is to identify what needs to change by understanding the current culture. Step 2 is to get leadership support by identifying key leaders, creating a change team, and empowering leaders. Step 3 is to focus on key behavioral shifts by creating a clear vision and targeting interventions on critical behaviors. The full guide provides steps 4-9 and a bonus on cultural fit assessments. An example is provided of 3UK transforming its culture from weak to engaged through this process within 4 years.

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    AIHR_Cultural_Transformation_in_9_Steps_1650492860

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    This 9-step model outlines how to transform an organizational culture based on Kotter's 8-step change model. Step 1 is to identify what needs to change by understanding the current culture. Step 2 is to get leadership support by identifying key leaders, creating a change team, and empowering leaders. Step 3 is to focus on key behavioral shifts by creating a clear vision and targeting interventions on critical behaviors. The full guide provides steps 4-9 and a bonus on cultural fit assessments. An example is provided of 3UK transforming its culture from weak to engaged through this process within 4 years.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    64 views7 pages

    Cultural Transformation: in 9 Steps

    Uploaded by

    Martín Oropeza
    This 9-step model outlines how to transform an organizational culture based on Kotter's 8-step change model. Step 1 is to identify what needs to change by understanding the current culture. Step 2 is to get leadership support by identifying key leaders, creating a change team, and empowering leaders. Step 3 is to focus on key behavioral shifts by creating a clear vision and targeting interventions on critical behaviors. The full guide provides steps 4-9 and a bonus on cultural fit assessments. An example is provided of 3UK transforming its culture from weak to engaged through this process within 4 years.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 7

    CULTURAL

    TRANSFORMATION
    IN 9 STEPS
    Transform your culture in 9 steps

    The following 9-step model that we’ve developed is


    Discover how to transform your
    based on Kotter’s 8-step change model. As an example,

    organizational culture, and see we’ll use the case of British telecommunications
    organization, 3UK, which went through a radical cultural

    the change in action. transformation that resulted in a successful overhaul of


    its culture within four years.

    Identify Effectively
    what needs communicate Reinforce
    to change Focus on change Celebrate
    the change
    behavioral short-term
    shifts victories

    1 3 5 7 9

    2 4 6 8

    Formal and Reflect on


    informal the changes
    interventions
    Get leadership Overcome 2
    support barriers
    1: Identify what needs to change

    How to Case study


    To get to where you want to be, you need to understand 3UK was making a loss, and the business was
    what your current culture is. You can use the four OCAI experiencing problems with network and device
    types for this, which we’ve talked about on Page 5. reliability and distribution strategy.

    Look at your organization’s objectives and look for ways Their issues were:
    to help the culture evolve to a new dimension that more
    ● Weak organizational culture
    effectively supports your strategic objectives and
    ● Divided leadership
    workforce needs.
    ● Low employee engagement

    To address this, 3UK used the Organizational Culture


    Inventory tool from Human Synergistics to assess its
    current culture and the need for change.

    3
    2: Get leadership support

    How to
    Employees are inspired by leaders and mirror their 2: Creating a “change team"
    behaviors, beliefs, and perspectives. That’s why the
    leadership team is key to setting the behavioral norms This is the team that will take responsibility for the
    within the organization. These norms need to reflect the success of the change. Make sure to create this team in
    organization’s values. the early stage of the change process. An ideal time
    would be when you’re assessing your current culture and
    Three actions that can help you achieve this are:
    deciding on the culture type you want to switch to.

    1: Identifying key leaders and stakeholders


    3: Setting up an empowerment session

    You should include people with different levels of Help your leaders and stakeholders understand the
    seniority and job experiences. Prepare to get support process and prepare them for objections and difficult
    from multiple levels of management, including those questions they might be getting from their own
    closer to the employees whose day-to-day work is most employees.
    affected by the change.

    4
    2: Get leadership support

    Case study
    3UK’s CEO, Kevin Russell, strongly believed in leading by
    example. He drove the cultural transformation through
    his management team. He chose individuals who were
    already aware of how their behaviors impact business
    outcomes to engage others in the change agenda.

    5
    3: Focus on key behavioral shifts

    How to Case study


    Create a vision that everyone in the company can 3UK leaders expanded on the time spent reviewing
    understand, and remember to set goals. Target your behaviors in the employee performance reviews and
    interventions on a couple of critical behavioral shifts coaching. They appointed 60 change champions from
    you want to achieve. different departments to provide continuous, real-time
    guidance, and feedback on behaviors.
    Example: moving from a Hierarchy Culture to a

    Clan Culture

    ● What you need to focus on: doing things together


    (building teams, people matter), commitment,
    empowerment, cohesion, and engagement.

    ● How to get there: include these new behaviors in


    your performance management system so you can
    effectively measure and develop them.

    6
    For steps 4 to 9 download the full
    step-by-step guide* from the link
    in the description

    *Includes a bonus on conducting a cultural fit assessment

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