Great Contribution of Change to Culture One
Where you find your business right now is the right place to start, if you want to improve the results you are currently enjoying, by evolving your current culture. It is important to know that the current culture within your organisation is not a bad culture; it is merely a culture, which can produce a certain outcome or result. If you want to produce a different result, then you will need to make a few shifts to inspire your people to think and act in a manner that will produce the different result. It is seldom necessary to total transform the culture within any organisation. More often than not, all that is required is a few shifts in thinking and activity, which is facilitated through changes in the daily experiences people are exposed to.
Unless you invest effort to introduce the new culture, which will produce the new results you want to see in your business, you will be unable to realise those new results. The old culture will never produce different results. You can never expect the old culture to magically abandon its powerful, persistent existing attributes and miraculously produce different results. That can never happen, no matter how many resources you throw behind attempting to flog the old culture to produce different results.
Action Idea: The way to start the process of shifting culture, to produce the desired results, is by first defining the shifts needed to the way people think and act within the organisation. This means that you need to explore ways of introducing a new experience into your business, which will help to shift the beliefs or the way people think, so that they will be inspired to act differently. Understanding how a shift or evolution in culture can produce remarkably different results in your business, puts a really powerful tool in the hands of the leader. They have a tool that is so persistent and powerful that it will even outlive the personal influence of the leader.
I was speaking to a CEO from a large organisation a few months ago and he highlighted the power and longevity of a great culture in a business. He was transferred to a branch of their business in Spain early in his career, in a junior leadership position. He returned a number of years later to head up that same division in the company. Although there were very few of the original people left in the business unit, the culture was essentially the same.
There is a disputed experiment, which was conducted using five monkeys, a ladder, a bunch of bananas and a cold water spray system, which was attached to the roof of the cage, which supports this theory. Some people dispute whether this experiment ever happened. There is however enough supportive evidence from similar experiments done by Stephenson (1967) using Rhesus monkeys to support this story, so I am going to tell it, as it is a really powerful example of how persistent belief and behaviour, can be continued even when the people, who started the belief or behaviour are no longer around.
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