Lillian J. LeBlanc -
July 21, 2014
Changing the culture is a process, not a one-time initiative
Creating a great workplace is easy when you have a great culture. Employees are likely to be engaged and happy in organizations where trust abounds and communication flows freely. However, many organizations struggle with cultures characterized by departmental silos, hidden agendas and information that doesn’t cascade as quickly or smoothly as it should.
If this describes your company, you may have experienced frustration in attempts to change its culture. You know the kind of workplace you’d like to offer your employees, but you can’t quite figure out where to start to overcome the many barriers that exist.
Recently, I had an opportunity to examine cultural transformation in a system of community health centers. The case study of this organization offers excellent insight into the process of identifying significant cultural issues and working to change them. Here are three lessons learned that you can apply right now, to support your organization on the journey to best company status:
Transforming an organization’s culture is a process, not a one-time initiative. If you’re working to turn around a culture that has been built over years, don’t expect to change it in a few months. The time and energy you invest will be considerable, but the results will be well worth the effort. Engaged, satisfied employees will want to consistently delight customers and your key company’s business indicators will show positive results.
Investments in People are Investments in Profits
Mar 05, 2012