Companies looking to build thriving organizations almost always require a permanent cultural shift. This is a fundamental change in how businesses operate, leading to improved behavior and new expectations. How can companies navigate cultural change successfully?
It is important that both leaders and employees are aligned for the success of the organization
8 key pillars
My book based on in-depth interviews with 58 global leaders humanitarian capital shows how an organization can sustain cultural change on a permanent basis and identifies eight key areas (pillars) that an organization should focus on to maintain a lasting culture. Each of these pillars is important in its own right, and all must be considered if an organization is to achieve long-term cultural change.
The five-level model, known as The Management Shift Model (or Emergent Leadership Model), shows how an organization can move from an old way of thinking to a new way of thinking. For example, we move from a command and control mindset (level 3) where every employee is told what to do and the organization survives (20th century leadership model) to a giving mindset (level 4).
It incorporates a culture of collaboration, integrity, purpose, transparency, accountability, and compassion, and is characterized by a ethos that makes organizations agile and thriving (21st Century Leadership Model). This 5-level model was used as a framework for the interviews captured in . humanitarian capitaland based on a thematic analysis of the interviews, the following eight pillars for permanent cultural shift emerged.
1. Leader and employee mindset
It is critical that both leaders and employees are on the same page for the success of any organization. You can use the Management Shift 5 Level Model to measure and shift employee and leader mindsets.
“Major Change” occurs when individuals and organizations move from Level 3 to Level 4. Level 4 creates a more enthusiastic mindset and a collaborative culture. At Level 5, the mindset is limitless and amazing innovation can happen. In contrast, level 1 is characterized by overbearing management, level 2 by lethargic employees, and level 3 by a leadership style based on micromanagement and command and control.
Leaders should be able to associate the positive aspects of an energetic, high-performance culture. It’s not about positive thinking, it’s about exuding high energy and enthusiasm, yet having the disposition to focus on solutions rather than problems.
2. Higher purpose
Making people feel they are contributing to a higher purpose within an organization has also proven to be an important catalyst. Companies need to find ways to make their employees feel that they are making a difference and that their work is meaningful. This can be done in a variety of ways, such as through community service projects or giving employees the opportunity to contribute ideas and feedback. When people feel a part of something bigger than themselves, they can be encouraged to do their best work, be more engaged, and be more productive.
When employees are allowed to self-organize and work in communities, they can work together and help each other to anchor behavior
3. Values and their alignment
Aligning employee values with company values is a key factor in creating a high-performing and vibrant work culture. Employees are more likely to engage and invest in their work when they feel their values align with those of the company. Additionally, when an employee’s values align with the company’s, it sends the message that the company cares about its employees and their well-being. This can create a positive feedback loop that makes employees more likely to invest in the company’s success and its goals.
4. Cooperation between people and systems
When people, their work, and the systems that support them work together, they can create a humanizing effect on your organization. This alignment begins with an understanding that people are the most important part of an organization and should be treated as such. The next step is to ensure the systems we use to support our work in an efficient and effective manner. Technology can play a key role in this process by helping automate and streamline tasks, making it easier for people to do their jobs. All these elements work together to create a more positive and productive work environment for all involved.
5. Self-organization of employees in the community
When employees are allowed to self-organize and work in communities, they can work together and help each other to anchor behavior. This can be achieved by setting community guidelines and providing a forum for members to share ideas and feedback. This allows companies to create a positive work environment that encourages productivity and creativity.
6. Compassion
Cooperative organizations actively care for their employees and embrace a spirit of compassion. They employ strategies and behaviors that demonstrate valuing people as human beings rather than as a means to an end. In doing so, you can create a high-performance culture where employees volunteer to do more for the organization and its customers.
7. Organizational learning process
Employees who feel their work is important and an important part of their company are more engaged, take pride in their work, and are less likely to leave. One way she keeps her employees engaged is by creating employee learning and development plans. This sends the message that the company values its employees and wants to help them grow professionally.
Creating a process to capture organizational learning will bring long-term benefits to your organization
It also indicates that the company cares about helping employees learn new things and keep up with industry changes. Additionally, creating a process for capturing organizational learning will bring long-term benefits to your organization.
8. Eight key pillars that need to be nurtured
Building a high-performing organization requires shaping, developing, and deploying eight pillars. A collaborative culture that cares about people is essential, as is a focus on positive, enthusiastic thinking and values. Only then can a company reach its goals and be successful.
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