Why are culture transformations necessary?
Culture transformation comes in when the original business structure, which was created based on certain core values, stops working for that business because of various reasons. For example, when you have reached an amount of employees that are much bigger than what your organisational chart was constructed for (and thus it has become inefficient), this would be a good time to think about implementing a new set of values and new structures. Culture transformation comes into play at such times; it can be seen as an inevitable part of evolution throughout their life cycle.
How do you implement new core organisational values?
When putting together strategies for implementing change towards a new set of core values, there are a number of best practices that need to be followed. First of all, it is important that you do not try to change everything at once; success is found in gradual changes over time. There needs to be open communication between the management and the employees so that everybody understands why these modifications are being made. Lastly, starting small will ensure more efficient implementation as well as reduced risk of failure due to lack of vital information about their new culture after they have started working towards it.
What are some possible roadblocks on the way?
There are many potential roadblocks which can hinder your path towards successful integration into a new core set of organizational values. For example, since’re changing how people work within an organization, it is very important that you prepare them for their new way of working (especially since everyone will not be on board and understanding straight away). You also need to make sure that you can support the needed changes by providing training as well as resources.
Another thing which can slow down or even prevent your transformation from being a success, is if those people currently in power within your organization resist change as they are at risk of losing power due to these changes. In addition, changing the organizational values takes time so it’s important that employees have a long enough runway before they can start producing results under this new structure. Finally, the most obvious roadblock would be an element of surprise; employees might feel betrayed seeing a shift occur towards a different set of values. Know more about benefits of coaching and mentoring in the workplace.