Cultural transformation is a term we hear a lot in the business world, but we often forget to give it a thought when it’s in our own lives. How are we transforming our culture into something that is easier to work in and more productive? What if we turned our own personal culture around and made it something that everyone in our organization could benefit from? We are living in a time where the world is more connected than ever, so why not take advantage of it?

Let’s take a look at how Google’s culture has evolved over the years. Google, a name that reaches out as a synonym when one needs to ‘search’, Google is known as a company whose cultural ethics make them stand-out in the field. Not only do they consistently rank as the best place to work at, they are largely responsible for bringing a new cultural wave in terms of office environment. In Google’s early culture it had amazing teams, they hired according to culture, they fed their people, and had cool work spaces. They may have had a culture where people worked long hours, yet they were taken care of. People were hired for their talent and for whether they fit in. They were engaged and motivated. They loved working for Google.

Unfortunately, Google’s early culture is more of the exception than the rule. Most organizations are operating with a low-performance culture. And when executives realize this, they often attempt a cultural transformation that does more harm than good.

What is Cultural Transformation ?

Cultural transformation is the process of moving a company or organization away from the current cultural norms and norms of the current market and towards a new, desired cultural norm. It is the process of changing a company’s culture to be more in line with the culture of the target market.

Google brought culture into the awareness of organizational performance. They proved that if you take care of your people by creating an amazing culture, the people would take care of the organization, creating a high performing organization. The crux of cultural transformation is about creating amazing workplaces that are very high performing.

It should be noted that transformation, as a concept, is quite broad and can be applied to many different facets of an organization. It is also important to note that cultural transformation is not necessarily a linear process.

The culture of an organization is one of the most important aspects that needs to be carefully managed. A culture change can lead to a drastic transformation in the way an organization functions and operates. The need for transformation is often triggered by external influences such as market changes, new technologies, and changing demographics.

How to achieve a Successful Cultural Transformation ?

• Identify how your culture needs change 

Start with a culture diagnostic, like the OCAI, to understand what your current culture is built on – Adhocracy/Create Culture; Clan/Collaborate Culture; Hierarch/Control Culture or Compete/Market Culture. Look at your organization’s objectives and  look for ways to help the culture evolve to a new level that supports your company’s strategic objectives and workforce needs more efficiently.

• Culture follows Leadership

The culture of an organizational system – whether a team, a department, or the whole organization – is a reflection of the leader who holds the power for that group. As such, culture change is 100% a local phenomena – it can happen anywhere, anytime with anyone who has any authority. Therefore, it is critical that every level of leadership – from the lowest to the highest level – support the transformation by emulating the desired behaviors and embracing the new systems.

• Effectively Communicate Change

Be transparent about the changes you’re trying to achieve, address employees’ concerns and let them express those concerns. No matter how advanced we become, there is nothing more powerful than communication that is clear, honest and consistent. This type of communication builds trust and would engage employees in the process.  Be aware of the most effective way to reach the different demographics (generational, cultural and geographic) within your organization and customize your communication campaign accordingly.

• Overcome Barriers

Find out what obstacles to success are and address them at your organization. Many times, Transformation or change is met with resistance. It is important to quickly identify where the resistance is coming and intentionally work toward removing the barriers of change. Regardless of the change module used, change champions play a huge role in the transformation process. Change champions are employees at all levels of the organization who promote the change process formally and informally.

• Transformation program = “Trap”

A key factor for undertaking a successful cultural transformation is to drop the word “transformation.” When a leader tells people that they are going to go through a transformation program, it usually creates fear. While the intention is to create a sense of urgency, it backfires. Transformation activates a fear response in people. When an organization announces or is going through a transformation the level of psychological safety falls.

Benefits of Cultural Transformation?

Cultural transformation is the process of changing a company’s culture. This is a process that helps transform an organization’s culture into a more productive, efficient, and profitable one. It is important for organizations to transform their culture for two reasons. First, it helps to reduce the amount of inefficiency, waste, and corruption. Second, the transformation process helps to increase employee engagement and productivity.

Cultural transformation is a process, not an event. It is about changing the way an organization operates, thinks, and interacts with others. It is about acknowledging the culture of your organization, understanding the current culture, and then making the changes needed to advance your business. Cultural transformation is a process that is ongoing, and it is essential to stay on top of the changes.

How can Cultural Transformation Improve your Organization?

Cultural transformation is a term that has become quite popular in recent years. Specifically, when it is used, it is meant to describe a process that changes the culture of an organization for the better. This process is often used to make an organization more efficient, more productive, and more innovative. Culture transformation is not just about the physical aspects of an organization. It is also about the people within the organization. Culture transformation helps to improve the overall health of an organization. This includes the physical, emotional, and intellectual well-being of the people that work for the organization. It also includes the culture of the organization. Culture transformation helps to improve these factors by bringing the organization into alignment with the organization’s values and mission.

A company’s culture is shaped by its values, beliefs, behaviors, and norms. The organizational culture also has a significant impact on the overall performance of an organization. It can either help or hinder the company’s progress.

A change in organizational culture can be difficult to achieve because it involves a lot of people and it will take time before employees start feeling comfortable with these changes.

Cultural transformation is super hard. It changes the fabric of the organization. It is the process of changing a company or organization’s culture in order to align it with the needs of the customer. To do this, an organization must assess their current culture and identify the specific values, behaviors, and systems that are not aligned with their customer’s needs.  At Massivue, we inspire people to adapt and excel in a continuous learning environment. Our structured cultural transformation model combines cultural diagnostic, innovation approaches to invitation for co-creation and a systemic roadmap to sustainable rollout. We encourage you to talk to our transformation experts to get started with shaping your new culture.