The concept of cultural change is omnipresent in today's organisations, as companies are faced with the task of continuously realigning themselves in order to remain competitive. The conscious handling of cultural change plays a central role in this. For managers in particular, it is essential to actively shape and accompany cultural change in order to support sustainable development and innovation.
Shaping cultural change - the key to sustainable development
Corporate culture encompasses the values, norms and behaviours that shape everyday life. Cultural change therefore means a consciously managed transformation of these structures and habits. It is important for decision-makers to understand that cultural change takes time and a systematic approach. The existing culture is not changed overnight, but must be further developed through targeted steps.
An example from industry shows how companies have been able to achieve great progress in innovation through a culture of open dialogue and participative leadership. In service companies, the promotion of independent action has also proven to be a lever for sustainable cultural change. In technology companies, the establishment of agile working methods supports the adaptation of the corporate culture to dynamic market requirements.
Implementing cultural change effectively - step by step
For the practical design of a cultural change, it is advisable to develop a clear strategy that is derived from analysing the current culture. Together with your managers, define a target culture that is strategically and operationally aligned with the company's goals. A structured plan with measurable targets will help you to track progress and make adjustments where necessary.
For example, in a retail company, the reduction of communication barriers between departments can be formulated as a goal. In a production company, the introduction of training for an appreciative feedback culture ensures that the desired changes in behaviour are internalised step by step. In a start-up, the promotion of team creativity and a culture of error can actively drive cultural change.
BEST PRACTICE with one customer (name hidden due to NDA contract) In a medium-sized company, transruptions coaching supported the decision-makers in implementing a new understanding of leadership based on trust and transparency. Targeted workshops and team coaching sessions increased the willingness to work together at all levels and thus supported a sustainable cultural change.
Proactively meeting challenges on the path to cultural change
Cultural change is rarely free of resistance. Familiar thought patterns and entrenched structures can make change processes more difficult. Managers should therefore actively open up communication channels and create participation-orientated formats. In this way, fears and reservations can be addressed and acceptance of change can be increased.
In a logistics company, regular feedback rounds were introduced to promote continuous learning and open dialogue. In the healthcare sector, the establishment of interdisciplinary project groups helps to break down silos and promote a shared culture. In the financial sector, mentoring programmes can accelerate the adoption of new values.
Accompanying cultural change and anchoring it in the long term
Cultural change does not end with the implementation of a single project. Further support is required to consolidate the new culture. Individual coaching, targeted training and the establishment of rituals support the sustainable anchoring of desired behaviours in daily interaction. Decision-makers benefit from active monitoring and transparent communication in order to visualise successes and keep the change alive.
In the creative industries, for example, regular retrospectives promote reflection on joint progress. In manufacturing companies, visualisations and commitment formats help to reinforce the new values. In IT companies, digital platforms ensure timely dialogue and networking between employees during the cultural change.
BEST PRACTICE with one customer (name hidden due to NDA contract) An international corporation used an overarching support programme with coaching and workshop units to culturally consolidate the introduction of agile methods. This integrated approach proved to be effective in connecting different areas of the company and making the cultural change visible and tangible.
My analysis
In the context of modern corporate management, cultural change is becoming increasingly important. Only those who actively consider the cultural dimension can successfully organise change processes and achieve sustainable success. Decision-makers are well advised not to see cultural change as an isolated task, but as an integral part of strategic development. The methodical support offered by transruptions coaching helps to provide intelligent impetus and effectively implement cultural change projects.
Further links from the text above:
[1] Cultural change - tixxt - Social Intranet
[2] Cultural change: 6 effective steps to change corporate culture
[3] Corporate culture - definition and steps for cultural change
[4] What is cultural change? - Dr Andrea Maria Bokler
[5] Achieve cultural change in your organisation
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic Artificial intelligence here.
Deutsch 
English (UK)