how to change work culture
TRANSCRIPT
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How
toChange
aWorkCulture
I'veoften
hearditsai
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dthatitta
kesfivetosev
enyearstocha
ngeaworkculture.Myexper
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iencete
llsmeotherwise.
Unfortunately,ma
ny,ifnotmost,culturechang
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eefforts
dotakemuchlo
ngerthanisnec
essarybecauseoftheappr
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oache
sthatareusedin
anattempttocha
ngetheexistingworkculture.
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Ifyouw
anttochangea
workculture,an
dchangethatculturerelativel
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yquickl
y,youhavetofu
ndamentallych
angethekeyworksystems
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thatcreat
edwhatyouha
venowinthefirst
place.
WhatdoImeanbyfu
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ndame
ntallychanging
yourkeyworks
ystems?Well,tohelpyougai
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nabette
rperspectiveof
whatIamtalking
about,hereisalistoftenkey
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thingsth
atyoucandori
ghtnow
. I
have
personallysee
ntheimpact
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ofmakin
gthesechang
es,IandIamc
onfidentthatifyougiveatleast
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afewofth
ematry,youtoo
willbeginseea
noticeabledifferenceinash
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ortamo
untoftime.
Most
importantly,ke
epthisinmind.Youwillnotbea
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bletosu
stainaleansixsi
gma,operational
excellence,orprocessexc
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ellence
pursuitwithout
makingaculture
change(unlessyoustartfr
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omscrat
chanddesign
yoursystemsto
supportsucheffortsfromth
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estart).
Al
so,youcannot
changeacultu
resimplybybuyingnewtools,
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sendin
gpeopletotraini
ng,oraskingthe
mtochange.Ifyouwantto
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chang
eyourworkc
ulture,youha
vetochangetheworks
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ystems
thatcreatedt
hatcultureint
hefirstplace,andhavebe
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ensha
pingiteveryda
ysincethatpoint
intime.
Tip#1-
ChangeYo
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urHirin
gProcess
Y
ourworkcultureis
definedbythebeliefsandwor
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kpractic
esthatyouand
youremployee
shave.Ifyourcurrenthiringpr
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ocess
isnotdesigned
tohelpyouattra
ct,identify,andretainpeople
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whothin
kandbehave
inamannerthatis
consistentwiththecultureyo
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udesire
,youareonlym
ovingfurtheraw
ayfromyourculturechange
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goalsw
itheachhiring
decisionthatism
ade.Whoisinvolvedinyourhi
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ringpro
cess?Whattyp
esofquestions
dotheyask?Whatapproac
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hesdo
youusetomak
eyourfinalsele
ctions?Whatsourcesdoyo
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uuseto
findpeople?H
owdoyoukno
wifyouarehiringpeoplethat
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willsup
portandpromot
etheworkculture
thatyoudesire?
Tip#2-Me
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asure
LeadershipB
ehaviorConsi
stency
Mostorganizations
http://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htmhttp://www.greatsystems.com/leadindex.htm -
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measur
eleadershipeffe
ctivenessinav
erygeneralandvagueman
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ner,an
dveryfewmeas
ureleadershipb
ehaviorconsistency.Lead
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erssho
uldbeprimarily
measuredbyth
epersonalcontributionsthe
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ymake,
notmerelybythe
resultsthattheirp
eopleobtain.Moreimportantly
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,yous
houldbemeas
uringthedegree
towhichE
ACHleaderconsist
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entlymo
delsthetypesof
behaviorsnee
dedtosupportyourdesired
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culture.
Forexample,itis
onethingtosay
thatyouwantyourleaderstoe
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mpower
theirpeoplean
dvaluetheirinp
ut,andquiteanotherthingtoa
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ctuallym
easurethedegr
eetowhichyour
leadersdothisdayinandda
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yout,a
sperceivedby
theirpeople.Me
asureleadershipbehaviorc
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onsiste
ncy,takeaction
tohelpyourlead
ersimprovetheirscores,an
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dmake
reassignthose
peoplewhoare
n'tabletomeettheseexpect
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ationsaf
terayearorso-
don'tallowcerta
inleaderstocontinuebehavi
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ngbadl
y.
Tip#3-Use
BalancedSco
recardsonA
llProcess
http://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htmhttp://www.greatsystems.com/cards.htm -
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es
Mo
storganizations
thatusebalanc
edscorecardsonlyusethe
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mattheor
ganizationallev
el-veryfewens
urethatabalancedsetofperfo
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rmanc
emeasuresha
vebeenestabl
ishedforeachkeyproces
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s.Also,th
eyfailtoactually
usethesescor
ecardstoeffectivelyreviewan
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dimpro
veperformanc
e.Theymightcre
atethescorecard,butwhenth
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eyrevie
wperformance
againstit,theyc
ontinuetofocusmoreonthrou
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ghput,
piecesmade,or
salesvolumeto
amuchgreaterdegreethanth
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eotherm
easuresonthe
cards.Highperfo
rmanceorganizationsrequi
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reALLpr
ocessowners
(managers,su
pervisors,etc.)toconsistently
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improv
ethetrendsfor
alloftheirkeym
easures,not
justthosethatha
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vebee
nculturallypop
ulartofocusonin
thepast..
Tip#
4-Improv
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eYour
Communication
MethodsandS
ystems
Theprevailingco
http://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htmhttp://www.greatsystems.com/communps.htm -
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mmunic
ationsysteminm
ostorganization
sisinfrequentandoneway
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innature.
Inotherwords,pe
opledon'tgeta
lotofinformationorfeedback
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abouth
owtheyaredoin
gorhowtheorga
nizationisperforming,andwh
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enthey
do,thisinformatio
nismoreoftentha
nnotnegative.Thenetresults
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ofthiscul
turalcommonal
ityisthatmostem
ployeesseetheexistingme
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etings,n
ewsletters,and
bulletinboardp
ostingsasawasteoftime,wh
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etheryo
uareawareofthis
ornot.I'veeve
nseenorganizationsdomor
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edama
gethangoodin
theirattemptstok
eeppeopleinformedbeca
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useofth
etypeofinformat
ionthatwasshar
ed(andnotshared)andhow
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theych
osetoshareit.C
oordinatethediff
erentgroupeventsthatyouh
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ave,me
asureeventeffe
ctiveness,and
takeactiontomakeimprove
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mentsw
heretheyarene
eded.
Tip#5-
ChangeYour
Compensat
http://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htm -
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ionSyst
em
Idon'tbel
ievemoneyisa
smuchofamotivatorasitisad
http://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htmhttp://www.greatsystems.com/compps.htm -
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emotivat
or.Ifyourpeopl
eperceivethaty
ourexistingcompensations
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ystemis
notfair,itwillaffect
theirattitudes,a
ndinturn,theirbehaviors.Yo
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urexistin
gcompensatio
nsystemaffects
thedegreetowhichyourpeo
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plebring
upproblemstoth
eirsupervisors,
assistwithputtingimprove
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mentsin
place,providee
xcellentcustom
erservice,anddetectproduct
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orservic
edefects,amon
gotherthings.Pe
opleareconsistentlyevaluat
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ingwhat
they,andothers,
aregettinginter
msofwages,benefits,andw
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orkenvi
ronmentattribute
sagainstthedai
lyeffortstheyaremaking.Inma
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nycas
es,theirpercept
ionsareexagg
erated.Inothercases,theirper
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ception
sofinconsisten
cyandinequity
arejustified.Bymovingtoward
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samore
equitablecomp
ensationsyste
mthatrewardspeopleforsup
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porting
thedesiredwork
culture,amajorro
adblockinyourculturechan
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geeffort
canberemove
d.
Tip#6-Exp
ectDifferentT
hingsfromA
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llofYo
urLeaders
Areallofyourlea
dersskilledatusingproces
http://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htmhttp://www.greatsystems.com/leadps.htm -
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simpro
vementtools?T
owhatdegreed
oeachofyourmeetingleader
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seffectiv
elyfacilitateand
managethegro
updynamicsoftheirteams?
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Howma
nyofyourleader
scanusespre
adsheets,wordprocessing
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softwar
e,andwebpag
edevelopment
toolsinaneffectivemanner?D
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oyoue
venthinkthatthe
seskillsshoul
dberequiredofpeopleinlead
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ershipro
les?
Allofyourle
aders-not
justth
epeopleatthetop-playthem
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ostsigni
ficantroleinsha
pingyourworkc
ulture.Ifyouwanttochange
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yourwor
kculturetoagreat
degreeinashor
tamountoftime,youneedc
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hange
howallofyourle
adersspendth
eirtimeandbehaveeach
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dayon
the
job.Mostorga
nizationsask,or
tell,theirleadersthattheynee
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dtocha
nge,butfewtake
thenecessary
actionstoensurethatnewski
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llsarele
arnedandpract
icedregularly,or
thatdesiredbehaviorsarede
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velope
danddisplaye
dintheworkplac
eeachday.Whatdoyouex
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pectofy
ourleaders,and
howdoyoume
asurethedegreetowhichthe
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seexp
ectationsarebei
ngconsistently
met?Howwillyouchangee
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achlea
dership
jobdes
cription,perform
ancereviewapproach,and
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compe
nsationpractice
toreinforcethewor
kpracticesthatareneededfo
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rculture
changetoocc
ur?
Tip#7-Me
asureInternal
CustomerS
http://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htm -
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atisfactio
n
Someorgani
zationsdon'tm
easureandtrendinternalcu
http://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htmhttp://www.greatsystems.com/customerps.htm -
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stomers
atisfactionatall,a
ndthosethatdo
tendtodoitonlyonceayear
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atbest.
Thehighperfor
manceorganiz
ationshoweverregularlytren
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dandre
viewtheirperfor
manceintheare
asofemployeeretention,com
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plaintlev
els,andinternals
atisfaction(perce
ptionsurvey)scores.Ifyouw
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anttoch
angeyourexist
ingworkculture,
youhavetoassessthede
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greetow
hichyourpeopl
efeelthattheexist
ingworksystemsaresuppor
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tingsu
chachange,a
ndyoualsone
edagaugeofwhereyourwor
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kculture
currentlyis-what
yourpeoplethin
kandbelieveabouttheorga
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nization.
Reviewthesem
easuresmonthl
y,identifysystemchanges
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(sucha
sthosemention
edinthislist)toaf
fectthosescores,andtakea
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ctiontop
utthehighestprio
ritysystemcha
ngesinplace.
Also,don'tforg
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ettoident
ifyandremedy
thesourcesofin
ternalcustomerdissatisfactio
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n.
Tip#
8-EliminateNo
n-ValueAdde
dProcessAct
ivities
The
http://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htmhttp://www.greatsystems.com/processps.htm -
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useofle
antoolsandco
nceptsonthefr
ontlinesofanorganizationis
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verypo
pularrightnow,
butfeworganizat
ionalleadershaveturnedthe
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setools
onthemselves.
Forexample,do
youmeasureandtrendme
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etingeffe
ctiveness?Ha
veyoutakenst
epstomakeyourdecisionm
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zationh
aveaplanforre
ducingthedegr
eetowhichnon-valueadde
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dactiviti
esexistinthose
keyprocesse
sthattheyarepersonallyresp
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onsible
for?Hypocrisyw
illholdbackahi
ghperformanceworkculture
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asmuc
hasanything,a
ndyoucan'tb
eginmovingyourcultureforw
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ardifther
earestillsystem
sinplacethatare
holdingitback.Wasteneed
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stobeta
kenoutofallke
yworkprocess
es,not
justthosethatareperfor
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medby
hourlypeople.M
anagementsy
stemwastewillkillaculturech
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yst
Mo
storganizations
areattemptingtout
ilizenewtechnologies,butfe
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wareac
hievingthedegr
eeofsuccess
theycouldastheydoso.Th
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eprimar
ychallengeinre
alizingthispotent
ialliesinthefactthatmostmem
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bersofu
ppermanagem
entare'beforeco
mputers'people.Theybega
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ntheirw
orkcareerbefore
computerswere
inthemainstream,andinturn,
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theirper
spectiveofthep
owerofadigitalw
orkplaceareshortsighted.T
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heyma
ytrytousee-mai
l,intranets,and
videoconferencingtohelpth
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eorgani
zation,buttheyar
einmostcases
onlyscratchingthesurfacew
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henitc
omestoeffectivel
yusingtheseto
ols.Insteadofreachingmorep
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eoplew
ithamorepower
fulmessage,a
ndusingtechnologytoalso
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collectm
oreinformationfr
ommorecustom
ersinalowcostmanner,they
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areinste
adusingittowa
stemoretimeinin
effectivemeetings,makingde
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cisions,
typingslowly,g
eneratingredun
dantreports,andsendingc
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ounterpr
oductivefeedb
acktopeople.
Tip#10-Stop
DoingThing
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sThatR
unCounterto
YourDesired
Culture
Eachday,youre
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xistingc
ultureiseithermovi
ngcloserto,orfu
rtherawayfrom,thetypeofc
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ulturethat
youwantittobe.
Culturesareasy
steminthemselves-theyha
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vemom
entum,andthe
yareeitherspinni
nginanegativeorpositivedi
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rection.D
esired,orundesi
red,behaviorsa
ndworkpracticesarebeingre
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inforced
onadailybasis
bytheworksyst
emsyouhaveinplaceright
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now.U
ntilyourecogni
zethis,youwo
n'tbemotivatedtoidentifyan
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dchan
gethosesyste
msthatarereinforc
ingthosethingsthatyoudon'
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treallyw
anttoreinforce.Inth
eabovenineti
ps,Ihavegivenyousome
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exampl
esofineffectivew
orksystems.Ih
opethatyouwilltakethetime
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toreflect
onthedegreeto
whichsimilarex
amplesmightbeinplaceinyo
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urorgani
zation.Moreimp
ortantly,should
youfindsuchsystemsinpl
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ace,Ih
opethatyouwill
takethetimetotr
ytofixthemsothattheyreinforc
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ewhaty
ouwouldliketh
emto,insteadof
whatyoudon'twantthemto
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.
How
ValueAddeda
reYourCultu
reChangeEff
orts?
Iwro
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temybo
okondevelopi
ngahighperfor
manceworkculturetohelpco
http://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htmhttp://www.greatsystems.com/hpculturebook.htm -
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mpanie
sstopwastingti
meandmoney
tryingtochangetheirculture
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sinunpr
oductiveways.
Mostorganizatio
nstrytochangetheirworkc
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ulturesb
yhiringconsul
tants,sendingp
eopletotrainingsessions,a
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skingth
eirleaderstoma
nagedifferently
,andformingteamsthatmay
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onlylast
ayearortwo.Ins
omecases,the
seapproachesmighthave
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somei
mpact,butitwill
usuallytakealo
tlongerthanitshould.Toda
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y'shigh
performanceor
ganizationsha
veusedsimilarapproache
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stodev
elopandsustai
nthedesiredwor
kculture. Idescribemanyofth
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eseap
proachesinthe
book,butIalso
givealotofthemawayforfre
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ehereo
nthiswebsite.
Ifyouwantdiffer
entresults(anewandimprov
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edwork
culture),youha
vetochangeth
esystemsthatcreated,andar
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nts,suc
hasthelossofa
majorcustomer,
anacquisition,orthethreatofa
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facilitycl
osure,canalso
changeacultu
re,butrarelydoyouwanttogo
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through
suchanexper
ienceinordertom
akethishappen.Youarebet
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teroffle
arningfromtheor
ganizationsthat
arealreadydoingittheright,
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andmo
stcosteffective,w
ay.Ifyouhave
anyquestionsaboutchan
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gingyo
urworkculture,s
endmeane-mai
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m.
Alls
uchane-mailw
illcostyouisalit
tleofyourtime.Keepimprovi
mailto:[email protected]?subject=How%20Do%20I%20Change%20My%20Work%20Culture?mailto:[email protected]?subject=How%20Do%20I%20Change%20My%20Work%20Culture? -
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ng!
C
lickheretoviewaPD
Fsamplefr
omthe
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book
!!
W
o
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li
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e
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o
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e
a
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n
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g
h
p
e
rf
o
r
m
a
n
c
e
wo
r
k
c
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u
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s
?
Clicko
noneofthe
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followin
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