Page 220 - FLL Virtual Binder 2018

TIPS
Sustaining Cultural Change
P Capitalize on opportune moments that can act as catalysts for change making sure people actually perceive the need for change;
P Combine caution with optimism – create an optimistic outlook on what the change effort will bring;
P Understand resistance to culture change – both at the individual level (fear of the unknown, self-interest, selective attention and retention, habit, dependence, need for security) and at the organizational or team level (threats to power and influence, lack of trust, different perceptions and goals, social disruption, resource limitations, fixed investments, inter- organizational agreements);
P Change many elements but maintain some continuity – for example identify the principles that will remain constant;
P Recognize the importance of implementation from adoption to implementation through to institutionalization – initial acceptance and enthusiasm are insufficient to carry change forward;
P Select, modify, and create appropriate cultural forms – use symbols, rituals, language, stories, metaphors, celebrations, etc.;
P Modify socialization tactics – because the primary way that people learn the corporate culture is through the socialization process at the beginning of their employment, if these socialization processes are changed, a company’s culture will begin to change;
P Find and nurture innovative leadership – employees are unlikely to give up whatever security they derive from the existing culture and follow a leader in a new direction unless that leader can preach the new way with enthusiasm, conviction and commitment.
Front Line Leadership Module: Leadership
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