McKinsey & Company’s Post

Culture transformation is a complex and ongoing process that requires commitment, time, and effort from all members of the organization. How many organizations can successfully shift their culture to drive long-term success and growth.

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CULTURE: Symbols & artifacts only take you so far. In my experience and research, there is nothing as powerful as engaging people in bringing about the change you need to see; engaging them in the challenges and opportunities of your business; engaging them in culture work. Everyone is responsible for culture. Make everyone part of the solution. I would be honoured to show your organization how to do that. #Leadership #Culture #PeopleAndCulture #HR #Engagement #Empowerment #Inclusion Hey, McKinsey & Company, I'd be happy to show you too so that all your client could benefit!

Transforming an organization’s culture is no small feat, but it’s essential for businesses striving to outpace the competition. For a culture transformation to take hold and succeed, leaders need to shake things up. They should establish new rituals into the workplace and continually revisit and refine employees’ roles, mindsets, and behaviors. Introducing new norms and routines is one of 5 “power moves” leaders can take to reinforce transformation plans and drive a culture movement in their organizations. Learn more: https://mck.co/4bsQYUY #Culture #Transformation #EmployeeExperience (Audio credit: Culturati Summit)

A great read! Cultural transformation is as hard as it gets. I would add the following ideas: 1. Plan your transformation deliberately. Build a workplan. Lay out the tasks, just like you would a scheduled software release or an office move. It will force you to actively consider all the points that determine success or failure, and will move you to develop sub-plans on how to do it. 2. ALL the C-suite leaders have to be bought in at the molecular level. If not you're going to have a bad time. Telling them to be bought in won't work. Put this in your pocket plan. 3. Make your transformation plan at least co-equal to your other plans and areas of focus, but I would argue it's more important. Transformation is a renewal of the business. Without renewal, all profits eventually go to zero (see: the late, great Tepper Professor Jeffrey Williams' book "Renewable Advantage"). 4. The article mentions the people in the firm who are the "influencers." Annoyance of the term aside, you should always know who these people are and you must win them over, elevate them, and leverage them. Put this on the plan. 5. A core aspect of Lean Six Sigma and Agile/Scrum is empowering your people to drive change. McKinsey says the same for transformation ("Don't Just Assign, Enroll"). Powerful and complementary toolsets. 6. You need to tell the story about the Burning Platform. However, your platform may not be burning, it may be riddled with termites. Consider the stories of Xerox, Sears, and Kodak. You may be saving the firm not for you but for your grandchildren. How do you impel change in these circumstances?

Recently spoke at the #HRTechSummitCA and shared how company culture is like a magnet. This concept is a lesson I received from Andrew Banks (thank you). Company culture is style in action, it’s how people in an organization behave internally and externally. Teams and leaders should define and regularly refine their culture. More clarity means greater magnetic force.

What Is Culture Change, And Why Is It Important? Culture change is part and parcel of a successful transformation. As a leader, you will need to be involved in both. Research by the Boston Consulting Group has revealed that leaders and organizations focused on culture change were five times more successful in their transformation efforts. Therefore, culture change is critical, and as a leader, you have a responsibility to cultivate it and ensure employees are empowered to embrace and drive cultural changes themselves. Research by MIT Sloan Management Review asserts that post-pandemic organizations have changed tremendously in three ways: how they adopt technologies, develop new business models, and implement new ways to work. The underlying glue in all of these changes is culture. Culture consists of the beliefs, words, and actions the people interacting with your organization see, feel, hear, and live. Culture is so critical to an organization that business management luminary Peter Drucker once said that "culture eats strategy for breakfast." This maxim holds today because organizations that disregard their culture will likely fail in the long run, even though they may have the most comprehensive strategy in place. #culturetransformation #culturechange #culturematters

What are some of the core values that drive your company vision, and how do they guide your team in achieving your mission and serving your customers? Creating company values that truly resonate with your team and align with your organisational culture is a crucial step in fostering a cohesive and motivated workforce. To achieve this, it's essential to involve your employees in the process. Start by seeking their input and feedback, as they are the ones who will be living these values daily. Engage them in transparent conversations to understand what values matter most to them. Next, ensure that your chosen values are clear, concise, and easy to understand. They should be more than just words on paper; they should be actionable principles that guide decision-making and behaviour. To make these values resonate, leading by example is key. Encourage leaders to embody these values in their actions and decisions. https://shorturl.at/mvyV5 #CompanyValues #TeamAlignment #OrganisationalCulture #ValuesInAction

This poetic metaphor beautifully captures the power of culture to shape an organization at its core. But what happens when misalignment sets in?  Over the years, I've seen firsthand how lack of alignment can undermine even the most talented teams. Communication falters. Collaboration suffers. Innovation lags. Progress grinds to a halt.  Leaders cannot afford to let their culture go adrift. Proactive realignment is essential to get back on course. By revisiting foundational elements like values, strategy and goals, leaders can mend fractures and re-energize their organization's culture.  The time for realignment is NOW. With a strengthened culture, companies gain the cohesion and clarity needed to navigate change, drive progress, and achieve a shared vision.  Let's start a conversation - where do you see the biggest opportunities to improve alignment in your organization? #culturealignment #alignbydesign #workculture

Company culture is the heartbeat of an organization, shaping its identity, values, and norms. And at the helm of shaping this culture are the leaders who set the tone and example for the entire company. Let's explore how leadership influences company culture and why it's crucial for organizational success. ✨ Setting the Tone Leaders play a pivotal role in setting the tone for company culture through their words, actions, and decisions. By embodying the organization's values and behaviors, leaders establish a cultural framework that guides employee behavior and shapes the overall work environment. ✨ Driving Engagement and Alignment Effective leadership fosters employee engagement and alignment with the company's mission and goals. When employees feel connected to the organization's purpose and values, they are more motivated to contribute their best efforts and work towards common objectives, driving productivity and performance. ✨ Fostering Innovation and Adaptability A positive company culture encourages innovation, creativity, and adaptability—all of which are essential for staying competitive in today's fast-paced business landscape. Leaders who foster a culture of experimentation, risk-taking, and learning enable teams to innovate and adapt to changing market dynamics, driving organizational agility and resilience. ☝🏾 Leaders, YOU are the cornerstone of company culture, shaping its ethos and guiding its evolution. Are you ready to inspire excellence and drive sustainable success for the organization? I'm here to help! Let's connect ✨ https://bit.ly/3eJ6jbK #MikiaHarris #CompanyCulture #LeadershipImpact #EmployeeEngagement #InnovationCulture #Adaptability