11 Jan Culture Diagnosis: define your transformation strategy in 15 days [download your e-book]
Transforming and doing it now has become an imperative for those organizations that want to survive an increasingly challenging environment. Being agile means action-oriented, flexible, daring to make mistakes and correct quickly, but also able to analyze, anticipate and prevent. Making a culture diagnosis will take only 15 days and will save a lot of time and headaches.
Why do we talk about cultural transformation?
Every organization has a culture that distinguishes it, identifies it, guides its actions, and governs its perceptions. It is a set of beliefs, assumptions, habits, routines, protocols and rules, both written and unwritten, individual and collective, that defines and drives behaviors.
Culture impacts how people feel, act and interpret the changes, challenges and opportunities around them. And, therefore, it influences the key indicators of the business.
Every organization that wants to go through a successful transformation must understand:
- that change is always cultural,
- that people are the ones who promote or resist the change,
- that understanding both the culture and the immune system of the organization is the key to projecting how the changes will impact the different groups
- that each culture is unique.
How can we understand and diagnose the culture?
Measuring human behaviors, understanding the reasons why behind established practices, and even predicting the conflicts that will arise, may seem like an almost impossible challenge. But the truth is that, with the right methodology, this analysis will allow not only to measure the impact of the change but also to prevent and act before the resistances appear.
For an effective culture diagnosis, the approach must include:
- a methodology that considers both technical and cultural indicators,
- a comprehensive analysis that approaches culture from all its dimensions and variables,
- an analysis of the data that weights the dimensions according to the change vision.
We propose to analyze these 8 dimensions:
- Leadership: Shared values, direction and strategic purposes, myths and legends, goals and objectives, the possibility of access to higher hierarchical levels.
- Decisions: Decision-making processes and agility.
- Collaboration and involvement: Roles and responsibilities, autonomy and initiative, formal organization vs. informal networks, levels of trust, coordination between areas, visitor reception, sense of belonging.
- Customer orientation: The attitude of response and focus on the customer.
- Work spaces: Tools and office layout.
- Behavior reinforcement system: Recognitions, evaluations and training.
- Agility: Proactivity and freedom to experiment.
- Changes, innovation and technology: The level of friendship with technology, culture of continuous improvement, tolerance for error, and change efforts.
Why is a culture diagnosis necessary?
You can't change what you can't measure - Peter F. Drucker
Making a culture diagnosis will help identify the cultural gap between the current situation and the desired future state. Understanding this gap will contribute to designing a focused, agile and effective change management strategy.
With only one to three days of immersion in the organization, and an exhaustive analysis of the data, it will be possible to:
- Identify which are the driving and restrictive forces of change
- Determine the most critically impacted groups and define the focus of the change management strategy
- Define tactics and actions aimed at mitigating the greatest resistances
Author: Carolina Sordelli
Do you want to know more about our Culture Diagnosis methodology? Download your e-book. Or check our consulting services today and receive your report in just 15 days.