Around 10 years ago, during an interview, I was asked to share which culture lever I had used to drive change. At the time, I couldn't answer convincingly, but it made me realize that many of us might not even know what organizational culture levers are.
So, what exactly is a lever in this context? Think of it as any intervention that can disproportionately change the outcome. Here are the 7 levers that can transform organizational culture:
1. Talent Acquisition: While the most effective way to change culture is to hire people who are aligned with your organizational values, it can also be the slowest. Rushing to fill positions with technically competent candidates can sometimes compromise cultural fit.
2. Leadership Role Modeling: When leaders display the desired behaviors, their teams naturally follow suit. It's one of the most effortless yet impactful levers.
3. Rewards & Recognition: Want to see more of a particular behavior? Reward it! Revamping your R&R programs to spotlight and celebrate the right actions can steer your culture in the desired direction.
4. Training: Equip your team with the understanding and skills to exhibit the desired culture in their day-to-day actions.
5. Performance Management: Set clear expectations and hold everyone accountable. Those not aligning with the desired behaviors should be given opportunities to improve. If there's no change, it might be time for tougher decisions to underscore what is and isn’t acceptable.
6. Organization Structure: Your structure can either empower or stifle. Reporting lines can change people's alignment, while wrong team structures can result in slips and in-group favoritism.
7. Processes & Technologies: Sometimes, outdated processes can be the biggest hurdles to the behaviors you want to see. You can’t drive a bias for action or agility if multiple approvals are built into the process.
Nudgeable Insight: Remember, culture isn’t static; it’s a living entity shaped by intentional actions. The senior leaders and the HR team play a critical role in defining and driving organizational culture.
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