Change the Culture - Change the Outcome

          A negative culture within an organization can undermine the efforts of the strongest leaders. Negativity, disregard for rules, and lack of respect for authority can dissolve the core of an organization rapidly.  Anyone who has struggled to change the culture of a failing organization will attest to the fact that it is one of the most challenging but critical keys to overall success. Unfortunately, you do not have the luxury of halting operations while assessing the problems and correcting them immediately. A systematic approach to recognizing the source of the problem, determining solutions, and implementing those solutions is essential. Begin the process of change by implementing the following recommendations:

1. Determine the influencers within the organization.  Influencers can be at any level within the company regardless of rank or pay. Determine who it is that others follow, listen to, and emulate. What is it about them that causes others to follow?
2. Ensure that new hires are aligned with corporate goals. It will most likely be necessary to remove or discipline the bad apples within the organization, but it is equally important to hire individuals committed to the vision of the new culture.
3. Communicate the vision and make certain the leadership team is demonstrating the vision consistently. The entire team must have a clear understanding of what is expected and what the goals of the organization are. As the leader, you must be able to articulate and demonstrate with action the goals of the new culture.
4. The leadership team must be unified.  While there will be differences of opinion amongst leadership, the vision and mission of the leadership team must be consistent. Staff will perceive opportunities to play one manager against another, undermining progress.
5. Give all employees an opportunity to be a part of the changing culture. Culture change must take place within the organization, not be dictated from the top down. An employee who is a part of the change will be more committed to maintaining the change.
6. Set short-term and long-term goals, and be patient. Organizational culture change is measured in inches not yards. Celebrate small wins and set achievable goals.

          You will be surprised how quickly expectations are met when the culture is aligned with the mission.