How do we change organisational culture?

1 February 2023

Workplace Culture Change

Your business could comprise the most talented people in your sector, but if you have a toxic culture then that won’t mean a thing. 

What does a poor work culture look like?

Cultural problems are intrinsically linked to poor performance, lack of trust, and poor staff retention. If your results don’t reflect the talent that you have within your organisation then you have a culture problem.

Changing behaviours and mindsets to overturn this downturn in organisational culture is no easy task but our executive training courses can eradicate negativity and replace it with inspiration and drive in every department. Workplace culture change is possible – our client reviews are a testament to that – and with change management consultancy we’ll help forge a cultural bond that celebrates the return of the Three Ps: productivity, profitability, and positivity.

What is leadership organisational culture?

Leadership organisational culture is how your leaders interact with one another and the wider workforce. This is everything from the tone of voice they use and the language, to how effectively they communicate with others and how efficient they are at decision-making.

Every action made at this level of authority has an effect on the business, for good or for ill. It is the leaders that shape an organisation’s culture and their actions and decisions can either make or break a company’s culture. After all, they set out the company vision, allocate tasks and workflow, manage, lead, and delegate. Getting just one of these wrong will make positive culture start to evaporate quickly.

And we can help.

The way to ensure that your leadership culture is contributing positively to your organisational culture is by ensuring that they are providing a positive sense of vision, purpose, mentorship, and inspiration to all.

But is that easier said than done when it comes to changing thoughts and habits that have become deep-rooted in negativity?

Problems of changing organisational culture

Changing organisational culture isn’t easy. However, there are some very common issues standing in the way of positive cultural reformation that we’ll help you to address:

I’m stuck in my ways

Sometimes, people have operated in a way for so long that they don’t know anything else. It’s corporate institutionalisation!

I didn’t realise that there was something wrong in the first place?

This ties in with the point above but it’s surprising how many leaders have blinkers on when it comes to workplace culture.

Afraid to change/ fear of the unknown

Change is difficult for anyone, especially when there’s the added pressure of having to adapt and adjust while still maintaining a healthy profit. It’s understandable that people are averse to trying something different – even when they know the outcome will be positive.

Rigid organisational structures

Occasionally, the fault lies not with the leaders themselves, but with the established hierarchy which is not flexible enough to adapt to change.

Lack of commitment

People start with good intentions but then slip back into their old ways very easily. It’s easier to just trundle along as you always have done, but that won’t bring about the positive change to your culture that the business will thrive under.

Need help with organisational culture change?

Get in touch and we’ll call you back to discuss how we can change your company’s culture around 180 degrees for the better.

What are the five major steps to changing organisational culture?

Anyone that says that a bad culture can’t be reversed and rebuilt is deluded. A strong leadership organisational culture is headed up by strong leaders then trickled downward, it’s as simple as that. Here are a few ways in which your leaders can achieve this:

1. Practice what you preach

You must be willing to own what you do and accept the consequences if it doesn’t work out. Basically, don’t ask someone to do something that you’re not prepared to do yourself and don’t pass the buck if it goes wrong.

2. Open communication

Be receptive to feedback and respond properly in an acceptable time frame. It’s not only a great way for employees and other managers to feel heard, but it’s a perfect way to reinforce the company’s values and goals.

3. Act on feedback

There’s no point asking for feedback if you aren’t going to act on it, and your workforce will stop suggesting things if they see that they go nowhere. Garner confidence by actioning changes based on the feedback of the workforce.

4. Grant greater autonomy

There’s no point asking for feedback if you aren’t going to act on it, and your workforce will stop suggesting things if they see that they go nowhere. Garner confidence by actioning changes based on the feedback of the workforce.

5. Give praise where it’s due

Openly showing employees appreciation in the workplace makes for a more productive and positive workplace. Employees who feel like they are making a vital contribution are more loyal and work harder for the company.

How do you change and improve organisational culture?

We can collaborate with you to develop the systems, behaviours, and processes that you’ll need to introduce a positive workplace culture, in a sustainable, scaleable, and measurable way.

Our courses are designed to address your issues head-on – we’re not afraid to take you to uncomfortable places in order for you to achieve your goals. We’ll work with your team both on a collective and one-to-one basis to align your leadership team and then give you the tools to structure your workplace culture change; a culture based on positivity, mutual respect, and trust.

Speak to the Speakers’ Gym team and begin the process of restoring a positive organisational culture to your workplace.



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