1. CULTURE CHANGE IS A TEAM GAME
Transforming your company culture can’t only be a top-down process. Designate a group of people within your company to be advocates of your culture change—as your Culture Action Team (CAT), they will be far more effective at building momentum for your transformation.
2. ZOOM OUT – ZOOM IN – ZOOM OUT
DIAGNOSIS, INTERVENTION, IMPACT – Changing corporate culture requires careful diagnosis and intervention for optimum impact. The interventions we’ve seen to be most effective are targeted and have immediate credibility with the people who do the real work. They “zoom in” on the concrete specifics every day. But they also “zoom out” on the core leadership and organisational challenges that are rooted in the broader culture.
3. THE GOAL IS NOT ENHANCED LEADER-CULTURE FIT
If your culture needs to change, then you shouldn’t work toward having your leader match it. The primary objective of the Leader-Culture Fit coaching model is enhanced individual and organisational effectiveness, not enhanced leader fit with the current culture.
4. LEADER-CULTURE FIT IDENTIFIES THE ASPECTS OF THE CULTURE THAT NEED TO CHANGE AND THE WAYS IN WHICH THE LEADER CAN FACILITATE THE CHANGE PROCESS.
Coaching strategies will differ based on factors such as the organisation’s awareness of the current state of its culture, the level of support and momentum for change, and the leader’s experience and credibility.
