Cracking the change code: The 3 hidden players in your company’s culture
"It's simple," she said, stirring her latte with confidence. "We'll just blend the best of both cultures. Everyone loves progress, right?"
I'm seated across from Sarah, a tech CEO on the brink of a major merger, when she declared her strategy for culture change. I nearly choked on my latte.
If only she knew the storm brewing beneath the surface of her well-intentioned plan. I could already see the fault lines forming - the enthusiastic change champions, the wary challengers, and the silent majority caught in between. Sarah's rose-tinted vision was about to collide head-on with the complex reality of human nature in times of change.
Whether it's a tech firm merging with a competitor, a family-owned business transitioning leadership with the next generation taking the reins, or a marketing agency pivoting its services post-investment, these changes reshape not just operations, but the very fabric of organisational culture.
Assuming that ‘one size fits all’ is dangerous and can lead to frustration, disengagement, loss of productivity and even to a massive drain on talent through burnout and resignation.
Getting to grips with who you have on your team, how they need to perceive change and how you need to engage them in it is key to success.
There are often three key groups to consider approaching change. (This is a rough outline, and people will skip between groups as change progresses.*)
1. Change Champions: The Future-Voiced Evolvers
These enthusiastic advocates are typically your 'future-voiced' team members. They:
- Embrace change and see opportunities in new directions
- Often volunteer to lead initiatives and influence peers
- Focus on long-term benefits and strategic alignment
- See change as opportunity and exciting potential
In cultural terms, they're your 'culture evolvers' - eager to shape the organisation's future and challenge the status quo. Future voices traditionally make up only 27% of the world’s population, though, so you are more likely to find:
2. Change Challengers: The Present-Voiced Sustainers
Often 'present-voiced', these team members prioritize stability and immediate impacts. They:
- Voice concerns about disruptions to current processes
- Question the need for change and its potential risks
- Play a crucial role in preserving valuable aspects of existing culture
- See change as a risk, with more potential for failure
As 'culture sustainers', they ensure that important traditions and practices aren't lost in the rush for change. Present voices traditionally make up the 73% majority, but many present voices may also be:
3. Change Agnostics: The Flexible Middle Ground
This group can include both present and future-voiced individuals. They:
- Adopt a 'wait and see' attitude towards change
- Comply without strong enthusiasm or resistance
- Can be swayed towards championing or challenging, depending on how change unfolds
They represent a significant opportunity in your change efforts, as their support can tip the scales towards success.
They could be future-voiced individuals who are neutral about changes that they perceive as not sufficiently forward-thinking or transformative. Or be present-voiced individuals adopting a 'wait and see' approach, especially if the change doesn't immediately affect their day-to-day work.
Tailoring Your Approach
Understanding these groups allows you to craft more effective change strategies:
1. For Champions/Evolvers:
- Involve them in shaping the vision of the new culture
- Empower them as change ambassadors
- Provide platforms for innovating new cultural practices
2. For Challengers/Sustainers:
- Acknowledge the value of existing cultural elements
- Involve them in preserving core aspects of company identity
- Address concerns transparently and promptly
3. For Agnostics:
- Clearly communicate the rationale and benefits of change
- Provide opportunities for input and feedback
- Showcase early wins to build confidence in the change process
The Good News for SMEs
As an SME, this might all feel rather daunting, but actually you have a unique edge in navigating cultural change:
- Closer-knit teams allow for more authentic communication
- Flatter structures enable quicker implementation of cultural initiatives
- Greater visibility of leadership embodying the desired culture
Communication: The Cornerstone of Success
Regardless of which camp your team members fall into, clear and empathetic communication is crucial:
- Regular, honest dialogues about the need for and progress of change
- Stories that bridge old and new cultures, respecting heritage while inspiring future possibilities
- Safe spaces for all voices to be heard and valued
Remember, cultural change isn't about overriding your organisation's DNA, but evolving it to meet future challenges. By understanding and engaging the different perspectives in your team, you can create a culture that honors its roots while embracing growth.
In the end, successful cultural transformation isn't about choosing between tradition and innovation—it's about finding the sweet spot where both can thrive.
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* It's important to note that these alignments are not absolute. The way individuals respond to change can depend on various factors:
Nature of the change: A present-voiced person might become a change champion if the change promises immediate improvements to their work life.
Communication of change: A future-voiced person might become a challenger if they feel the change doesn't go far enough or align with their vision of the future.
Personal circumstances: Individual experiences, job security, and other personal factors can influence how someone responds to change, regardless of their typical present or future orientation.
Organisational culture: The overall attitude towards change within the company can influence individual responses.
Previously posted in Work Happy, LinkedIn Newsletters