Changing Organizational Culture Requires Senior Management To Lead The Way

Who is most accountable for an organization’s culture? Leaders are, or anyone who others look to for guidance, especially people who hold senior positions. The reason is simple, leaders are the single most important factor in determining the success of any culture change effort.

New York, United States – February 25, 2019 /PressCable/ —

Organizational culture and organizational culture change is not the sole responsibility of the Human Resources department. The chance of successfully establishing a sound company culture depends on the people in senior leadership roles, their behavior, the practices they use and the environment they establish, according to Dr. Nancie Evans’ latest article titled, “Culture Change: Senior Leaders Must Lead The Way”. Leaders must commit time, people and money if the culture change effort has any chance of being successful. Even more important, they must be fully committed to and personally involved in a meaningful way in all phases of the change effort. They are going to have to lead the way which means showing, not just telling others what is expected, making tough decisions and creating the conditions for success.

Dr. Evans comments, “In almost every organization I’ve worked with, Human Resources are responsible for culture. Leaders might say they own it, but the reality is they typically articulate values then hand off the heavy lifting to Human Resources to make the change happen. Unfortunately, this doesn’t work.”

The responsibility for organizational culture and culture change lies with senior management. Other leaders and people who are looked to for guidance are highly influential but they are limited by the conditions established by senior leaders. It is the actions of senior leaders that send clear messages to the rest of the organization as to the expected way of doing things. If their actions are not consistent with their words, there is conflict, confusion and the chance of successful culture change is drastically reduced.

“Leaders need to walk the talk and be aware that their people are very alert to conflicting messages. Leader’s actions send messages to others. Leaders need to reinforce culture in day-to-day practices. Finally, leaders need to create the conditions or environment for success.” adds Dr. Evans.

The article goes into detail about the overall subject of the importance of a leaders involvement in developing a solid culture for the organization. The full article can be found in the blog section of Culture Strategy Fit’s website. https://culturestrategyfit.com/culture-change-senior-leaders-must-lead-the-way/

About Culture-Strategy Fit®

Culture-Strategy Fit® provides Leaders and HR/OD professionals with proven, practical and effective products and services to help them do great culture work in organizations. With over 30 years of experience partnering with organizations from small start-ups and teams to global multi-nationals, they back-up their products with expert guidance and support. This includes turning good cultures into great ones, shifting culture to keep pace with external change and expectations and managing cultural differences to maximize the ROI of mergers and acquisitions. Culture-Strategy Fit’s® dedicated team of culture experts are passionate about sharing their knowledge and expertise, providing value and making a difference, while helping people create high performing cultures and great places to work.This includes understanding cultural differences in mergers and acquisitions.

About Dr. Nancie Evans

Dr. Nancie Evans is a culture and leadership expert who works with executives and their organizations to develop the personal and organizational capability required to deliver new strategies and capitalize on new business models. Her approach is informed by in-depth knowledge of the relationship between leadership behaviors and practices, culture and strategy. Her unique perspective helps our clients implement high impact organizational culture assessments systems, culture change roadmaps and organizational development plans to achieve sustainable change and improved performance.

As a leadership and culture management consultant, Nancie provides organizational consulting to clients around the world in three key areas of expertise:

Enterprise – For executives who must lead their organizations through significant transformation and leverage and strengthen their unique organizational DNA

Leadership Teams – For those who must accelerate execution of organizational strategy, build leadership bench strength and develop cultural capabilities in their groups

Executives – For individual executives working in complex, competitive organizations that need to take themselves and their groups through significant change in new ways

Nancie leads CSF’s Research and Assessment Center and has developed a unique suite of very sensitive, leading-edge diagnostic tools and approaches that provide leaders with deep insights into their behaviors, the culture of their organizations, how this is supporting or hindering strategy execution, as well as the levers they can use to proactively shape culture fit to future goals.

Contact Info:
Name: Dr. Nancie Evans
Email: Send Email
Organization: Culture Strategy Fit Inc.
Address: 3 Columbus Circle 15th Floor 15th Floor , New York, New York 10019, United States
Phone: +1-212-960-8110
Website: https://culturestrategyfit.com

Source: PressCable

Release ID: 485194