How many times have you heard people in an organization say, we can’t change until Senior Management makes the change? And, of course, this means everyone is paralyzed with a good excuse for inaction.
The most common belief about culture change is that executives must lead and model the change in order for the rest of the organization to follow. Senior management needed to define the culture change and values, demonstrate those new behaviors, and then implement it down the organization in descending order. It makes perfect sense, since they are the leaders and they must lead the organization to its new culture. But, this way of thinking leaves everyone else “victim” to senior management and powerless to create change.
Senior management has a clear role in culture change. They are to define the organization’s strategy for business success in the near future and determine some of the essential attributes of leadership competencies necessary for achieving those business outcomes. They must not only be aligned, but they must Read more