Over the last couple of weeks I’ve shared with you the three steps you need to follow if you want to change the culture in your team. Last week we looked at the importance of respecting and recognising your team’s history before you start changing things.
This week, I want to help you get clarity about what you want to change and why.
What do you want to change? And why?
How to change your team culture
It’s pretty pointless dreaming up new values or mission statements or ‘top line messaging’ which you email or present to people telling them what needs to change. This is likely to have zero impact and will be seen as lip service or ‘fluffy.’ People won’t buy into it emotionally and nothing will change.
You need to ‘be the change you want to see’. If you don’t role model change yourself, why should anybody else? Actions really do speak louder than words, here.
Don’t try to change everything at once. Instead focus on one - three critical behaviours that, if changed, would make the most positive difference – then, make sure these behaviours translate into practical actions that people can take every day. These should of course be linked to business performance and should be measurable over a period of time. These behaviours should also energise people and make them feel good about what they do.
Next week – How to get REALLY SPECIFIC on what you want to change.