If only a culture change could be set as an appointment on a calendar. You can plan out what the culture will be and announce when it would take place. Done.
In truth, culture changes take time. Cultures aren’t formed in a day, nor will they change that fast. The very first step in orchestrating the change is defining what the ideal culture looks like. Unfortunately, many leadership teams skip this step. To paraphrase the wisdom of the Cheshire Cat from Alice in Wonderland, “If you don’t know where you’re going, any road will get you there.”
Define the Culture
Defining the culture of the future sets the bar and allows you to examine the gaps. You can do surveys to try to understand your culture, but quantitative data may come up short in unearthing key beliefs and attitudes that define the real culture. My recommendation is to dig deep, ask questions and probe the key stakeholders. What you find may surprise you.
Want to learn more about Baird Group’s culture assessment? Call us at 920 563-4684