THE TEN MOST IMPORTANT STEPS TO TAKE IN CULTURE CHANGE

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Make sure that the sense of urgency is clear and communicate it well.

Make agreements with management about exemplary behavior.

Don’t do long researches into the reasons why implementing previous changes failed. People often have a good idea of what’s wrong. This you’ll find out during an interactive session. So you don’t have to do research.

We keep a lot under the table because we fear that we will get into trouble if we are not honest. That’s why we often conceal things that really should be uncovered. So if you want to take change to the next level, you should be honest in order to solve problems.

People do want change but they have many obstacles. In other words, make sure you bring out the barriers that prevent change from happening. These barriers are often stronger than the desire to change.

Find out what you can change beforehand and quickly deal with it.

Determine which barriers live in people’s conviction. Use these barriers as a driving force and show that they can prevent change from happening.

Visualise people’s desire to collaborate, communicate and implement. Make them aware that by obstructing, their desire can not be fulfilled.

Check together which new ways of looking at things and which new beliefs you can achieve over old barriers.

Make agreements about it and make people accountable for bringing solutions. Make them accountable for communicating also.