The Essence Of Organizational Culture: A Guide For Leaders

Organizational culture is one of the trending topics, and this is for a valid reason. As culture affects the values, attitudes, and beliefs, it is going to have an impact on every aspect of an organization. Therefore, an ‘s culture has numerous impacts on various business areas.

How Can Organizations Go On To Change Their Culture?

The culture can be changed and deliberately adjusted via targeted organizational change projects.

The purpose of the change projects may vary, but the focus is always on improvement efforts. To make these changes, business requires

  • Formulation of a specific set of goals– it is vital that you are focussed on the overarching goal of a culture change program. This goal is, after all, the driving force behind every cultural change effort. It is a part of the larger organizational transformation agenda.

  • Conduct an in-depth analysis of the existing culture– an organization must analyze its existing culture through surveys, HR data, interviews, etc. This information would be fundamental for everyone making the changes since it will dictate the direction of the change.

  • Understanding the impact of the culture on the business process– a culture may or may not impact an organizational change effort. If project organizers feel that the culture may hinder the effort, they should go ahead with the cultural change endeavors. If this is not the case, it is better to go ahead with the cultural change.

  • Compare the costs and benefits associated with cultural improvement projects– a cultural change program takes time, effort, and resources. The more rampant and quicker the change cost and psychological effort would be high. The costs should be carefully considered in comparison to the benefits associated with the project.

  • Developing and implementing an organizational change aimed at thematically improving the culture – the cultural improvement process is one type of organizational change. For this reason, they need to be planned carefully and methodologically. Coordination with other parts of an organization is also necessary.

  • Regularly manage, monitor, and optimize the program– the change programs, like those implemented, need to be continuously interpreted, monitored and optimized. After the completion, reinforcement efforts should be made to ensure the program sticks.

When Is The Right Time To Plan An Organization’s Cultural Change?

After that, the process of cultural change seems appropriate.

  • The culture inters with the intended outcome of an organizational change program.

  • Culture serves as an obstacle when it comes to the functioning of a business.

  • A different organization acquires the company.

  • The organization is planning a large-scale transformation that could impact various areas of the business, including its culture.

Before you make any changes, it is better that you weigh up the costs along with the benefits of cultural change.

Who Is Responsible For Implementing Organizational Change?

In standard terms, an organizational change is to be implemented by several personnel in an organization. Some of the cross-functional teams may go on to include

  • Business leaders– Business leaders in the form of owners or executives will guide any severe cultural change efforts. This is the vision that, after all, drives an organization and directs them to greater heights.

  • Change leaders– they are the ones who control and execute an organizational change project. They are known to coordinate organizational transformations along with cultural change efforts.

  • HR professionals– HR deals with everything related to the employee and employment, so they have an essential role to play in the implementation of HR programs.

  • Senior and middle-level managers– team leaders like the managers may be the advocates for change and, from the ground level, deal with cultural changes.

The other team members may extend support to the group, which would depend upon the nature of the artistic effect.

An example is if a business wants to make its culture more digital-friendly, it may require IT professionals’ support or the services of consultants from outside the organization.

How Is It Going To Measure The Impact Of Cultural Changes?

Measurement can be challenging, especially when an organization ties its changes to measurable outcomes. But these measurements can reveal the progress and success of a cultural change.

For example, an employee survey includes sentiments, satisfaction, and engagement. Such metrics can be measured with quantified business metrics such as financial and performance indicators.

An organization would want to formulate a customer-centric culture and may choose to undertake assessments.

  • Employees’ beliefs and attitudes
  • An understanding of customer-centric practices
  • Changes to the customer’s experience
  • Changes to the ways to accomplish customer-related tasks.

The final improvements center around performance; connecting the cultural changes and any performance enhancements is essential.

Organization Change Process- The Steps

Below is a step-by-step guide that may be followed by organizations that are looking to initiate cultural changes

Establishment of organizational performance goals

The aim of a cultural change process has to be the net result that the business aims for

  • Formulate a data-driven and digital culture to enhance digital adoption success.

  • organizational agility is enhanced by integrating the agile principles into the bandwidth of the organizational culture

  • Enhance the workforce’s skills and performance by developing a learning culture.

These characteristics may be beneficial in most cases. But a point to consider is that a one-size-fit approach makes a superior corporate culture.

Each culture should be unique to the business. A culture that may be suited for one organization may not be suitable for another business.

Figure out the impact of culture on the current performance levels.

It would b best if you were focused on the end goal of cultural changes as performance improves.

Any organization that undergoes digital transformation will transform many aspects of a business, including its culture.

These cultural changes should not be viewed in the digital context. To ensure that the cultural change generates positive results, an organization should start to assess

  • The current value propositions of the organization
  • How is this going to have an impact on the organizational performance

Assess the impact of an organizational change

With a proper understanding of the current culture, an appropriate professional can outline the potential impacts of a culture change program.
At this point, a business could

  • Understand how cultural traits have an impact on the business.

  • Outline the risks of a cultural change

  • Take into consideration the benefits of implementing the cultural change

There is no specific way to be sure about the outcomes of a cultural improvement project. For this reason, the business needs to evaluate a proposed change’s potential impact before implementing it.

It is appropriately defining the cultural change proposal.

The cultural change program in an organization must be based on the data collected that aims to enhance organizational efficiency. The proposal should specify

  • Proposed changes
  • Potential risks
  • The current state of an organizational culture
  • Metrics
  • Desired outcomes
  • The logic behind these cultural changes

A point to consider is that cultural change is a long-standing process and an expensive investment.

Hence it is essential to be systematic when formulating a proposal and a plan of action.

Prepare a roadmap for change.

The roadmap for change will describe the journey a business would take to achieve its result. Like any other road map, this would evolve around individuals and needs to include all the components of an organizational change.

  • Building awareness and the need for a change
  • Equipping employees with the proper set of tools
  • Training employees to provide them with the necessary skills and knowledge
  • The change is to be reinforced.

A roadmap is a practical implication of a strategy outlined in the earlier steps.

Implementation of the initiatives

Cultural changes are long drawn out and require the commitment of cultural management. Below are a few ingredients that may maximize success.

  • Clear communication
  • Systematic and committed guidelines
  • Regular progression assessments.

The more systematic an approach is, the more results will be systematic.


No organizational project is bound to be perfect on all counts, and for this reason, you must adjust over some time. This is more the case for long-term projects that require cultural change initiatives.

It is the responsibility of the managers to develop systematic feedback. For this reason, they need to integrate a series of mechanisms to collect feedback and integrate it into their loop. The series of processes need to include the following

  • Data is to be collected regularly, and assessments are to be undertaken
  • Evaluate the progress of any project
  • With the help of the data, you may go on to make future decisions.

Tips To Keep In Mind If You Want To Improve Organizational Culture.

Changing an organizational culture takes time, money, effort, and resources. One thing is for sure the results are assured.

But if you take a systematic approach, positive results will emerge in the workplace. Below are some tips you can keep in mind to embrace organizational cultural change.

The right cultural attributes are to be developed.

Starting, you must ensure that the right cultural attributes are formulated at the workplace. As mentioned earlier, there is nothing like a perfect work culture. Every business is unique, so every company needs to have a unique culture of its own.
But a few cultural attributes benefit every organization, especially in the dynamic and competitive economy. Below are a few traits that are useful in the business world.

  • Agility is an ideal mode of thinking in the real business world, and agile cultures will make the business stay that way.

  • Digital-first- digital-centric cultures do not focus on digital skills. It is built around the digital process along with the digital workplace.

  • Learning- perpetual learning goes hand in hand with the digital transformation that is one of the pillars driving organizational change in today’s economy.

  • Customer-centric- a culture that is developed around customer experience, will create products that would be relevant to the end user.

A structured approach to change management is formulated

Any form of organizational change is complex, and failure is not an uncommon phenomenon.

Maximizing the change, the chances of success, and improving project outcomes decrease the possibility of failure. Change management helps a structured approach in the following ways

  • Increasing employee engagement while lowering resistance levels.
  • Provide workers with the relevant skills and tools
  • Avoid risk in the capabilities of an organization.

When it comes to organizational change, you must choose the relevant tools and techniques.

For example, talent mechanisms can manage culture

Restructuring is one of the pillars of success. However, due to the high cost, the approach can only be taken when the benefits outweigh the other approaches. There is another way to remodel culture that is through a slower method via talent management.

Restructuring through difficulties can be a challenging task that provides many opportunities, that is, an opportunity to fundamentally alter the company culture.


An organizational change is not a dramatic process in any way. It is typically in the form of a top-down initiative that drives the business improvement goals.

A point to consider is that employees are human beings, and their needs cannot be ignored. The more they can participate and raise their concerns, the more they will drive an organizational support change.

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