Anyone who has worked as a consultant or on an external/internal project knows about culture and change. It’s what can make or break a project. Fast Company has a quick note on the importance of culture, it’s organisational DNA, and gives this how-to list:
Something to try:
Consider the team/group/organization you’re leading
1. Look at your vision/mission statement and jot down the behaviors that everyone supposedly follows.
2. On a second list jot down the behaviors that everyone actually follows.
3. Pick the one discrepancy that annoys you the most.
4. Make it a top priority to change it.
5. Have a conversation with colleagues on why each of you think the discrepancy exists.
6. Agree on some structures to put in place to ensure that change happens (communication, processes, rewards etc).
Consider the team/group/organization you’re leading
1. Look at your vision/mission statement and jot down the behaviors that everyone supposedly follows.
2. On a second list jot down the behaviors that everyone actually follows.
3. Pick the one discrepancy that annoys you the most.
4. Make it a top priority to change it.
5. Have a conversation with colleagues on why each of you think the discrepancy exists.
6. Agree on some structures to put in place to ensure that change happens (communication, processes, rewards etc).
I’m not sure that it’s ever this easy to address culture issues but these "discrepancies" can spell the death of any project. If you can spot them early, they can also be indicators of projects to avoid.
