Organisational Culture
It is one thing to define a strategy to become more innovative, customer focused, or profit rather than sales driven - it is a different thing to actually deliver it.
An organisation may conceive a thorough set of activities to achieve a necessary change. If the strategy doesn’t fit the culture of the organisation, it will find itself fighting an uphill battle - most likely a battle it will lose. Often harmlessly described as “the way we do things around here”, organisational culture can be the strongest barrier to, or driver of, strategic change.
It is vital that an organisation understands its culture in order to:
And / or
Culture manifests itself through many indicators and these indicators can also be levers to achieve a cultural change. Many of those levers are elements of people management and therefore people management has a strong influence on culture, and at the same time is influenced by it.
Neglecting cultural aspects is one of the most important reasons for failure in major change initiatives and is seen as a potent force in eroding value post merger or acquisition; don’t allow your change program to be the next example. We can help you to understand and mitigate against this risk and to use your organisation’s culture as a valuable asset rather than a liability. Please contact us for more information or to arrange a workshop on organisational culture.
It is vital that an organisation understands its culture in order to:
- Play to its strengths and make the best use of its strongest ‘ingrained’ assets
And / or
- Influence it as far as possible so it is more in line with your strategic goals.
Culture manifests itself through many indicators and these indicators can also be levers to achieve a cultural change. Many of those levers are elements of people management and therefore people management has a strong influence on culture, and at the same time is influenced by it.
Neglecting cultural aspects is one of the most important reasons for failure in major change initiatives and is seen as a potent force in eroding value post merger or acquisition; don’t allow your change program to be the next example. We can help you to understand and mitigate against this risk and to use your organisation’s culture as a valuable asset rather than a liability. Please contact us for more information or to arrange a workshop on organisational culture.
