Print This Post Print This Post

In yesterday’s Daily Thoughts, I shared a Cheat Sheet with 10 points on how to create a social movement. I said these are 100% valid to create a culture, shape a culture, and transform an organization. I equated social movement to company culture. Take a look, if you did not have a chance.

Here are now a more modest list of 5 things that don’t work, or don’t make any difference, or  are misguided focus of attention and, unfortunately, a way to steal air time and energy from the 10 points of yesterday. All these are, unfortunately again, a bit of sacred cows in Organizational Development/Culture, so, I am opening the season for potential ‘how dare you say that’, type of things.

These are the 5 Inconvenient Truths:

1. ‘Readiness to Change’ is a nice concept, but useless when you want to create a social movement/shape an organizational culture. People are always in different state of readiness. Measuring ‘readiness to change’ ( if there is a serious way to do this) does not change what you have to do. It’s a red herring.

2. A full-blown Organizational Culture Assessments is not a requirement to change a culture. Sorry. Most of those assessments are rich in data that do not change what one has to do. Having a score of X in Y does nor change  what you have to do to improve/change Y. By all means, do it if what you want is an illustration, scanning, material for discussion, dialog, an interesting conversation ( and the usual benchmarking ritual of comparing yourself with ‘the average’)  but don’t expect the assessment to tell you how to create the change and the social movement. Amongst other things, that assessment may be assessing something else. Assessment gives you labels for the culture. Sometimes the assessment sits first’, a pre-existing conceptual model, and then the results are fitted into that model. Sure, the labels are nice and clever. Good conversation. Very often, it’s less clear how to ‘change the label’ other than agreeing ‘we really need to go East’. So, go East.

Do we do assessments in The Chalfont Project? Yes we do, but they are behavioural assessments. Whilst most people assess where the dinner dish at the table is a good lasagne or bad Stroganoff, we assess instead the ingredients of the cooking in the kitchen.

3. The personality of the players (activists) is irrelevant. No social movement has ever been postponed until activists have done their MBTIs. Don’t delay the action. In any social movement, and therefore in culture change, they will be tons of different personalities involved. By all means, use tools if you want to help the leadership team/project team to work better together, but don’t infer change, or no change, from the results. Once the mountain is on fire ( an expression we use in Viral Change™ to describe the spread of behaviours), the mountain is on fire. The quality of the trees, or their dryness score, matter zero.

4. Don’t wait until the entire Leadership Team is on board. You will never start. Al you need is to have a big sponsor (Tip: target the CEO), two or three on board and the rest not blocking you. Aim at ‘letting you do it’ as opposed to everybody converted to the idea. Once you succeed, most of the sceptical senior will say that  this is how exactly they thought it should be done.

5. ‘All you need is love’ does not work. There are still reputable writers, bloggers, consultants and others saying: find the passionate people, the volunteers, the mavericks, the rebels, the ready to jump. These are all well and good, but you need a structure, a plan, a ‘mobilization plan’, or you will have hundreds of incredible enthusiastic and passionate ‘change agents’ creating havoc.

I have described how we do it, and we don’t do it, at Viral Change™. These (and yesterday’s) are not ‘theoretical’. Not after 15 years of cooking.

Let me repeat the most important bit. As soon as you stop thinking ‘culture change programme’ and start thinking ‘social movement’, all your premises shake, but a new world of possibilities opens up.

Keep up with the Daily Thoughts

Twitter Email

Would you like to comment?

Your email address will not be published. Required fields are marked *

To search my website, please use the form below.

  Daily Thoughts

September 27th, 2023

Redefining Talent Wealth

The war on talent McKinsey consultants started it with a book of the same title. By focusing on what it […]

September 8th, 2023

What I Learnt From The Monks: A Little Anthropology Of Leadership And Space On One Page

My friends, monks of a Benedictine monastery in the Highlands, Scotland, spend most of the time in silence. I mean, […]

August 23rd, 2023

Can We Rescue DEI From Its Trap (The Label)?

Most of the problems and challenges in organizations, together with most of the solutions, are behavioural in nature. It’s about […]

August 10th, 2023

Restructuring to force collaboration, is likely to create more anxiety than collaboration. Structural solutions for behavioural problems hardly work.

Sometimes restructuring is done with the intention of solving a collaboration problem. ´A people´ don’t talk to ´B people´; if […]

July 18th, 2023

The ‘Impossible To Disagree With’ School Of Management

‘Good leaders have empathy, respect employees and set the example. If you want to change things, you need to have […]

June 29th, 2023

Large scale change is not small scale change repeated many times. Small wins repeated are lots of small wins.

Large scale change, as a series of cascading small scale interventions (often under the philosophy of ‘small wins’) has dominated […]

June 6th, 2023

Culture change is not long and difficult. But we make it so…

I suppose the question is how long is long and how difficult is difficult? In general, business and organizational consulting have […]

May 19th, 2023

Value is an overused term in business and, as such, it’s becoming meaningless

Value, as usually used, means transactional monetary value. Usually it doesn’t mean intrinsic value, or value per se. For example, […]

May 4th, 2023

The importance of ‘critical thinking.’ Your own critical thinking is more effective at making your workplace better than any generic employee survey.

Build your own Employee Engagement argument for free. You can’t go wrong. Here are three baskets full of concepts: Basket […]

April 21st, 2023

´Busy-Ness’ Is A Trap

I went to a big conference where I was introduced by the chairman like this: “Welcome everybody. Lovely to have […]

April 14th, 2023

Training and culture change. The love affair that ends in tears.

It seems to be very hard for people to get away from the idea that if we just put individuals […]

April 11th, 2023

Teamocracies and Networkracies have different citizens: in-Habitants in team-work, riders in net-work

The old view of the organization is something close to the old concept of a medieval city, where citizenship was […]

April 5th, 2023

3 Ways To Get Approval From Your CEO Or Your Leadership Team

Way number 1: My team has developed these three options, A, B and C. Which one do you want us […]

March 29th, 2023

A Cheat Sheet To Create A Social Movement Tip = to shape organizational culture since both are the same.

Mobilizing people. This is another of the Holy Grails (how many have I said we have?) in management. Whether you […]

March 16th, 2023

Critical Thinking Self-Test: A 10 Point Health Check For Your Organization And Yourself. If any of these are a good picture of your organization, you need to put ‘critical thinking’ in the water supply.

Test yourself, and your organization. Do any of these apply? Doing lots, too fast without thinking. High adrenaline, not sure […]

March 9th, 2023

A culture of safety or a culture of training in safety?

Cultures are created by behaviours becoming the norm. Safety is at the core of many industries. Significant budgets are allocated […]

March 2nd, 2023

Empowerment is an output. If you can visualize it, you can craft it.

The real question is, what do you want to see happening so that you can say ‘people are empowered’? Employee […]

February 24th, 2023

A simple question will jumpstart your organization into change. It will also save you from months of pain spent reorganizing your people and teams.

The following line will short-cut months of (building) ‘alignment’, integration, reorganization, team building, coalition building, and any situation in which Peter, […]

February 20th, 2023

Lead Via Peer-To-Peer Networks – If you don’t lead via peer-to-peer networks, you’re only driving your car in first gear.

Peer-to-peer work, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is the […]

February 7th, 2023

Write a script, not a strategic plan

If you care about the journey and the place, you need a story. If you have a good, compelling one, […]

January 26th, 2023

3 self-sabotaging mechanisms in organizations

Organizations, like organisms, have embedded mechanisms of survival, of growth and also of self-sabotage. These are 3 self-sabotage systems to […]

January 10th, 2023

Who should be involved in culture change? All inclusive versus going where the energy is.

Many times, in my consulting work, I find myself facing a dilemma: Do I involve many people on the client’s […]

December 23rd, 2022

Tell what won’t change – Introducing 1 of my 40 rules of change

In any change programme that any organization wants to start, they will start by thinking of the things that they […]

December 16th, 2022

Scale It – Introducing 1 of my 40 rules of change

When creating effective change in any organization, there are 40 rules that, in my experience, are the key between success […]

December 5th, 2022

Assets & Strengths Base – Introducing 1 of my 40 rules of change

For more than 30 years I have been involved in ‘change’ in organizations. Again and again, some fundamental principles, and often […]

November 25th, 2022

Campaign It… is 1 of my 40 rules of change

When you filter out the noise, when you try to extract the core, the fundamentals, those ‘universal rules’ of change […]

October 31st, 2022

Hybrid or not hybrid? That’s not the question…

Culture is the new workplace If you want to have a conversation about the future of work, the nature of […]

October 24th, 2022

‘Powered by Viral Change™’: A Social Transformation Platform for the organization of the 21st Century

When we started to work on Viral Change™, as a way to create large scale behavioural and cultural change, and […]

October 14th, 2022

Corporate tribes, intellectual ghettos and open window policies

We talk a lot about silos in organizations usually in the context of Business Units or divisions. But these are not […]

October 7th, 2022

Peer Networks are the strongest force of action inside the organization

Peer-to-peer works, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is […]