A Blueprint for Embedding Culture to Manage Change

Change is constant and it can be both exciting and unsettling depending on the culture of an organisation. A clear vision and solid culture will help an organisation survive the tough times and thrive when things are going well.

The landscape of what change means varies depending on the sector and situation. A new headteacher, a surprise takeover bid, a CEO on the firing line (and then back in if you’re Sam Altman!) a crushing NHS court case … change happens, and strong organisations will take it in their stride.

How can organisations embed culture and purpose authentically to facilitate change?

C-Level Influence: Strategy & Metrics

At the top level, culture and purpose should be more than mere buzzwords; they should be guiding principles shaping the very fabric of strategy and metrics. The C-suite sets the tone for the entire organisation, and when culture is authentically embedded here, it becomes a driving force behind decision-making processes. Strategic choices align with core values, and metrics are designed not just to measure performance but to reflect the broader purpose the organisation stands for.

Middle-Management: Clarity & Motivation

Middle-management acts as the bridge between strategy and day-to-day operations. Authentic cultural alignment here is essential for providing clarity amid the complexity of change. Middle managers are crucial in making sure that everyone is on the same page and motivated towards achieving the same objectives. These people are the custodians of the organisation’s ethos, ensuring that decisions and actions are consistent and collaborative.

Front Line: Voice & Action

The true test of an organisation’s culture is where employees directly interact with customers, products, and services. Here, cultural alignment offers more than just guidelines – it provides a voice and a platform for advocacy. When employees understand the purpose behind their work and how it contributes to the overall value of the company, they become powerful ambassadors. This alignment gives reassurance and empowers them to communicate the organisation’s mission authentically.

The people within an organisation will change and move on but the culture should be timeless. Understanding culture is valuable to all organisations in all sectors. It’s not just for the big beasts! If you’d like to know how to shape the culture in your organisation, we’d love to chat.