The continuous improvement approach it is based on the belief that incremental changes add up to substantial improvements over time.
Culture Change Archive
Change communication utilising narrative co-creation and multiple voices is an essential ingredient of successful organisational culture change.
Change doesn't happen without people. The CUE Change Framework is a people-centric approach to help move people from resistance to engagement.
Not only does a lack of Workplace Civility impact culture, employee retention and engagement but customer relationships too.
Building a culture of trust begins with the example we set as leaders. Even with the basics in place to build a great culture many leaders still face a crisis of trust.
As your culture is what makes you successful it is essential to consciously manage the new culture when two (or more) organisations merge into one during Mergers and Acquisitions.
As change becomes a the new normal we need to learn how to effectively manage change fatigue
Knowing how to initiate, manage and drive change will soon become a requirement in many job descriptions and performance reviews.
Expectation Alignment Disorder (EAD) is often at the heart of failed change, communication and engagement programmes.
A change management process involves a sequence of steps or activities that the team follow to ensure the project meets its required outcomes.
A little acknowledgement and recognition goes a long way towards buy-in, participation and evolving an engaging company culture.
Crafting a positive learning culture requires a culture champion. Organisational culture is not only our behaviour, but our reaction to that behaviour.
Setting a strong set of values, which are then lived, is a fundamental step towards an engaged values based culture.
Is your culture being crafted or is it unchecked default behaviour? Core values are a key to crafting a sustainable crafted culture.
To build a innovative, agile knowledge-work environment we need a sense of humanity to nurture engagement and participation. Core values that are lived daily can be the guiding principles of humanity in the workplace.
Toxic top performer employees damage your culture and performance. Their behaviour will have far reaching impact if not addressed.
Becoming the architects of our culture is essential as it impacts and influences all or relationships. As work is where we tend to spend most of our waking life it makes sense to ensure it has a positive impact on us rather than a negative one.
To create an innovation culture employees need to have a clear sense of what is expected of them, your long-term goals, and values. Your values should not only be promoted through your annual reports and beautiful artwork, but be manifest in how members of the organisation behave and spend their time.
Motivational posters, beautiful videos set to popular songs and lapel pins can be a small part of a multi-layered change strategy, but on their own they are more likely to increase disengagement.
The right organisational change model can make all the difference when implementing Employee Engagement or culture change within an organisation.
Unfortunately the success rate of major change initiatives is only just over 50%. The biggest obstacles to change management are poor communication and a lack of stakeholder buy-in.
A culture audit can be used to measure whether the habitual behaviour in the organisation matches its expressed values.
An effective communication strategy is all about buy-in: the reasons, the benefits, the way forward and the impact of that change. This means taking the employee emotions into account.