Cultural Change or the Culture of Change - A look at the differences for your business
Workplace culture is significantly higher on the business agenda than it has ever been, and organisations the world over are spending big money on making sure their culture is engaging, appealing and most of all, facilitating good working practices with their customers at the centre of every thought and action.
More than a slip of the tongue
However, people talk about cultural change but often confuse it with a culture of change. So are they the same and do you need to be good at both? The answer isn’t a simple yes or no.
At Blue Seed we’re experts at change, understanding, consulting and training, the nuanced, but important, differences between cultural change and a culture of change. We partner with businesses delivering change, working with them to build their culture of change.
Facilitating organisational cultural change can be a bit like turning a container ship around. It’s hard, slow and needs skill, patience and practice. The culture of a business can often be steadfast and entrenched, frequently linked to legacy or tradition with a prevailing mindset that’s hard to shift.
With young businesses or startups, it’s widely understood that one of the key competitive advantages they have is being able to create their own company culture from scratch, one that suits them, their leaders, employees, and behaviours rather than one that’s been ingrained for years.
Operating in a lean or agile way, new businesses come equipped with a team culture of high performance and a readiness to flex and bend as the business necessitates – you could say with a culture of 'Change As Usual' (CAU).
Culture of Change
When a company is trying to push through significant change, like a merger or diversification, not only is the existing culture an issue, so is the culture of change, or quite often, the lack of it. They’re simply not equipped in change adoption, and lack the capability and knowledge to lead efficient change practices, because of a poor change strategy and having limited change readiness capability.
At Blue Seed we consider a mature change culture absolutely essential for positive cultural change, and indeed any change, whether it’s focused on culture or another aspect of the business.
A mature change strategy not only incorporates portfolios, projects and leaders but understands that good governance, engagement and culture training are key to a sustained constructive culture of change. Our ways of working, the way employees and customers interact with our business, our diversity both within our teams and our practices, are all under scrutiny because they’re all changing.
Peter Drucker said, “The greatest danger in times of turbulence, is not the turbulence – it is to act with yesterday’s logic.”
In our current environment of turbulence, with globalisation, rapid technological change, risk management, compliance, and increased governance, the need for change intelligent leadership is more critical than ever. The leadership skills of the future demand more than a high IQ and EQ, but to tap into CQ, creating leadership change intelligence.
Change Intelligence, CQ, is the capacity to be aware of and control change. Change is everyone’s job, leading change intelligent teams with a change plan will nurture cultural change as well as business success.
There are large-scale negative consequences for a business without teams and leaders with the capability and knowledge of change strategy, cultural change and the culture of change.
Don’t get left behind, contact Blue Seed for a one-to-one conversation about your change agenda, risks and support needs.
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