Culture is artifacts and symbols, values explicitly stated currently, beliefs held by people. Sometimes the beliefs can hinder implementation of new business methods, production methods and management methods. Like for example, statistical quality control thinking resulted in thinking that 5% defects are acceptable. But then zero defects idea was developed in some company. How do people react to zero defects initially. They cannot believe it. It is against their belief.
To implement zero defects program, culture change is required. What is the basis of culture change. Knowledge change. Knowledge transfer.
In their book “Blue Ocean Strategy,” W. Chan Kim and Renee Mauborgne cite four hurdles that face a manager trying to institute broad change in an organization. The first is cognitive – people must have some understanding of why the change in strategy or in culture is needed. The second is limited resources – inevitably, changing an organization will require shifting resources away from some areas and towards others. The third hurdle is motivation – ultimately, workers have to want to make the change. And the final hurdle is institutional politics. They quote one manager who complains: “In our organization, you get shot down before you stand up.”
To overcome those hurdles, recognize that all people cannot be changed at once. There are some who have disproportionate influence in the organization. Get them committed to the change by providing information on benefits to them. Inform them the possible rewards in the new environment and motivate them And once they are committed to change and do things as required, shine a spotlight on their accomplishments, so others get the message through actual demonstration of new practices.
F.W. Taylor advised similar strategy in book Scientific Management in 1911. He said to change work methods or operating methods, first take one operator. Promise him more pay under the new method and train him and make him succeed. Then only take more persons and make them successful.
Give productive feedback to create a culture of innovation in corporate space
29 March 2015
7 Principles of effective innovation culture change programs - Frank Mattes
1. Understand your starting point.
2. Draw energy from existing culture.
3. Know where you want to go
4. Act your way into thinking
5. Provide learning spaces
6. Arrange management alignment
7. Use easy and effective navigation tools.
About Culture Change - From a Textbook of Sociology
No culture is ever static. All cultures change, although they do so in different ways and at different rates.
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