How we change what others think, feel, believe and do
Cultural Change Planning
Complete the table below, in the order of the items as numbered.
There are two further steps to carry this forward into practical action:
9. What actions must we take? Who will do what, when?
Note that cultural change sessions like this are best done as a facilitated session, preferably by an external facilitator.
Note that step 3 does not need anything written in the table, and if the answer is 'yes' then the session may well be stopped -- no need to change what is working. However, there may also be an honesty test at this point to check that the people are not using a 'flight into health'.
This is a table that can be used in facilitating cultural change with management teams. It is deliberately simple as many teams can only handle so much change themselves at one time. This provides a first step to get the team thinking about what needs to change -- what is not covered is the detail of how this will happen.
The table has a causal sequence from left to right, thus:
The process starts with attitudes, styles and behaviors because this is visible evidence and is easiest to identify. You can start with intentions and goals if you like.
Before completing each column, you can have a discussion to ensure that the headers are understood.
Afterwards, make sure that all actions were owned.
And the big