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BUSINESS TRAINING
Does culture eat process for
breakfast?
BUSINESS TRAINING
Agenda
Culture v process
Background to the transformation project
A model for change – Kotter
Did the project follow a change model?
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Culture v process
“Culture eats strategy for
breakfast” – Peter Drucker
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Transformational project in the
MOD
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Recognition that it
was going to take
more than orders!
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As Is
Traditional classroom
layouts.
BUSINESS TRAINING
How culture develops
In the organization’s history particular assumptions, values and norms
will have led to its success
These are often the assumptions of the leaders
The lessons about ‘what really matters’ sink deeply into the
organizational unconscious, shaping future behaviour from beneath
When change occurs it may threaten this unconscious system and
suffer rejection
To manage change in an organization requires sensitivity to these
processes and the ability to bring culture to organizational
consciousness
There it can be discussed and evaluated for its relevance to current
needs
It is then possible to manage key messages across the organization in a
way that supports change.
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Kotter
1.
2.
3.
4.
5.
6.
7.
8.
Establish a sense of urgency
Create the guiding coalition
Develop a vision and strategy
Communicate the change vision
Empower others
Produce short-term wins
Consolidate
Institutionalise
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Establish a sense of urgency
Helping others see the need for
change and the importance of acting
immediately
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Creating the Guiding Coalition
A project team
leads the change
programme
A team is nearly always needed
The 4 qualities of an effective guiding coalition
1.
2.
3.
4.
Position Power
Expertise
Credibility
Leadership
Developing a vision and
strategy
…perhaps not…..
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Communicate the change
vision
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Communicate
Communicate 10x as much as
you expect to
The vision should be
1. Simple
2. Vivid
3. Repeatable
4. Invitational
Empowering People and
Removing Barriers
Typically empowering employees involves addressing 4
major obstacles:
structures
skills
systems
supervisors
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Giving the
instructor
skills
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Challenging the supervisors?
Walls are white boards
ELS UNCLASSIFIED
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Generating Short-term Wins
Short-term wins should:
• Be visible and unambiguous.
• Clearly relate to the change effort
• Provide evidence that the sacrifices that
people are making are paying off
• Boost morale
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Consolidate
Build on the change. Resistance is always there waiting to re-assert
itself!
White
board is a
Teacher
resource…
Institutionalise (Anchor the
change in the Corporate Culture)
BUSINESS TRAINING
•Cultural change comes last, not first
•You must be able to prove that the new way is
superior to the old
•The success must be visible and well
communicated
•You will lose some people in the process
•You must reinforce new norms and values
with incentives and rewards – including
promotions
•Reinforce the culture with every new
employee
Is it
institutionalized?
BAE SYSTEMS UNCLASSIFIED
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Is it
institutionalized?
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Utilising SMARTboard
technology to support
learning
Is it
institutionalized?
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Free Ranging
Did the project think about
change
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Yes!
Need to reinforce it constantly
Recognition that they needed to undertake training to really
understand change and the processes involved.
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