Cultures Do Change, Just Not Quickly
Every organization changes and evolves over time. Whether the influence to change comes naturally over time from the addition of new employees with different views and approaches or via a shock to the system from a merger or significant external event, firms do adapt and evolve.
For individuals striving to promote change within an organization, the pace of cultural evolution often seems too slow. Smart professionals understand that instead of hurrying or fighting culture when promoting change, it is essential to work within the boundaries of the culture and draw upon the strengths to achieve their objectives.
7 Ideas to Help Promote Change by Leveraging the Culture
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As a new employee take the time to study and understand your firm’s culture.
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If you are hired into a new organization in a senior leadership role, respect the culture and heritage of the firm, even if the firm is struggling.
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Connect the change initiative to the core cause, purpose and values of the firm.
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Identify and draw upon key influencers inside the organization for support. Instead of selling your idea to the entire organization at once, sell it to the influencers and gain their help in creating widespread support.
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Link your ideas or potential projects to previous successful examples that helped drive positive results for the firm.
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Draw upon peers in other functions to support your initiative.
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Respect the culture, but provide context for the need to change. Use external evidence, including competitor announcements, the emergence of new and potentially disruptive technologies or business approaches.