Culture Transformation

The famous management expert Peter Drucker stated, “Culture eats Strategy for Breakfast”.  Time has proven this statement to be more real than most business predictors of growth and success.

 

Every organization has a company culture, and most owners and board members have little awareness of what the company culture is for the employees and how it motivates or fails to motivate employee and manager behavior in the organization.  For the trained observer, the evaluation and determination of the organizational culture is not difficult, but it requires some skilled communication, listening and discernment skills to accurately understand the company culture and how it may need to be adjusted in order to aid the entity in growing forward with the next step.

 

We were visiting with a recent client who was struggling with the implementation of a new software system in a very large distributed organization.  They had all the right tools of learning, testing, evaluation, the ROI calculated on implementation and they were ready to go, but they were experiencing early resistance – why?  In the simplest of terms, they failed to prepare the culture for the change and create a path for accepting the change.  With a lack of a path for acceptance, there is always a path for resistance.

 

A successful culture means sharing power and extending trust.  Many owners and executives fail to see and experience this true skill and therefore are frustrated by the results with their team members.  Culture transition is about coaching everyone into a place of embracing change and raising the entire organization’s level of trust and accountability to each other.

 

Example Assignments

 

• Manufacturing Transformation - Continuous Improvement, Culture Transformation

• New Technology Implementation

• Integrating Lean Manufacturing concepts into a non-manufacturing environment – i.e. Healthcare

• Managing explosive growth or entity saving retrenchment

• Pre-acquisition activities

• Pre-growth activities

• Preparation for an integration, merger, divestiture, ownership change

• Removing the resistance of the team to taking the next step

• Addition training and staff development to an organization