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“Change? Not me!”: Five Insights into

Workplace Culture Change

Leading a team through #organizational #transformation • It is human nature to rationalize bad behaviour away. The
should involve more action than reaction. Experienced most dangerous language from a manager or leader is “Oh
#leadership coach @ArnieWohlgemut shares five #insights that’s just Sally!” Unfortunately, I hear this far to often. If
into workplace #culture #change. the behaviour is not acceptable – address it!;

The conversation between ‘John’ and his manager went like • The first response, when confronted, is defense. We would
this: prefer to believe the actions as “just not that bad”. Ask
“I'm not doing anything wrong,” he spits out. yourself, how bad does it have to be for you to act?;
“Management is just picking on me!” He sat back
and crossed his arms, confident he set the record • The lack of feedback can play a big part in the process
straight. of having lasting change. We all know the importance of
providing feedback in a timely manner. Ongoing feedback
“Do you play hockey?” the manager asked. A is much more effective than the grand slam of critique.
confused look crossed John’s face. Give negative feedback as needed. Refuse to let it reach a
tipping point;
“Yeah” he replied, clearly not interested.
• Low performance standards can sometimes be addressed
The manager took a leap: “What else? Soccer? through policy, or at performance review time, but don't
Golf? Tennis?” forget to apply your standards consistently across your
department;
“Soccer” John muttered, confused by the direction
of the conversation • High performance standards with poor follow-up is just as
troubling as low performance standards. If there is even
The manager pressed on. one sliver of alternative or “bad” behaviour by the manager
or leader, that behaviour will eventually become the norm.
“Is it OK to play soccer using hockey rules?” He
didn't wait for a reply: “The same principle applies Understand the importance of resisting complacency. Next
here. We play by the workplace rules – everyone, time, address the issues promptly. As a manager or leader of
even you. It starts with respect. Think about it next a team, you are required to do the hard work needed to see
time you feel temped to say things that are not improvements and positive change.
respectful.”
Arnie Wohlgemut is the Senior Coach and
This little exchange provides insights into the process of culture President of KP Mylene | Building to Lead and
change. First, we all must be on the same page. Without the the COO of Powerful Life Consulting, a leadership
support of senior management, it’s a waste of time. development and management consulting
company. He’s passionate about supporting
Secondly, the manager must be all in. Consistent application of new or emerging leaders with unique and
values and expectations is required. No part-time management. exciting resources that inspire them to reach
their potential.
Here are Five basic insights into resisting complacency
that helped me move forward towards workplace culture
improvement:

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Spring 2019