Implementing the Seven Principles for Intentional Culture Change Transforming organizational culture is a complex and crucial process for businesses seeking to adapt to new realities and improve their internal dynamics. Based on the insights from “We Built This Culture (so We Can Change It): Seven Principles for Intentional Culture Change” by Hamedani et al. (2024), … Continued
Organization Development can transform toxic work culture. Identify behaviors, & efforts to create a positive & productive workplace.
Change management focuses on implementing a specific change; organization development improves the organization’s overall effectiveness.
Stopping what is not working is one of the best ways to construct change and progress within a company.
Using the current environment and resources as good enough (because the team / person created and works that environment) respects the interactive nature of work and may bring change about through a small nudge as opposed to a prescriptive yank.
Change and solutions happen through many people making small changes constantly.
3 Ideas for working with team change. Fear of loss of group membership is more powerful than management. Resistance to change is an opportunity to find cooperation and ways to leverage the group to find what works and do more of it.
The most common basis of resistance to change is the fear that with your new learning will come a new position that will be lower in the status hierarchy or less powerful than the position you now hold.
Making the learning easier will be speed up change. Being observant of how people react to change and constantly looking for how they cooperate will amplify each persons motivation to change. The key to making this happen is by keeping the change and learning open to how people learn best.
In order for the change to happen the anxiety of learning the new skills and behaviors that the change requires must be lessened. Making the new learning and skills feel natural and safe as possible.