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

 January 10, 2023 |  Behavioural Change, Building Remarkable Organizations, Collective action, Critical Thinking, Culture, culture and behaviours, Culture Change, Management of Change, Management Thinking and Innovation, Organization architecture, Transformation, Viral Change, Workplaces Of The Future |  Get Daily Thoughts by Email |  Email This!
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Many times, in my consulting work, I find myself facing a dilemma: Do I involve many people on the client’s side, engage them, teach them about ‘behavioural change principles’ or ‘behavioural DNA’, for example, and create a journey of many travellers to reach some conclusions or destinations? Or do I go semi-solo, reaching the same shores, with the same happy CEO, and the same professional fees?

Journey 1 is perhaps painful. The organizational and behavioural side of consulting has this peculiar problem: Everybody thinks they know. People with little or no psychological background suddenly become behavioural experts overnight.

Managers who have never managed to seriously create traction in the organization, suddenly say that they have been doing this – whatever ‘this’ means- for many years.

I’ve never seen non-financial managers claiming huge accounting expertise, or non-engineers claiming manufacturing expertise, but I have encountered numerous people in the organization claiming to have a complete understanding of human behaviour, individual and social. Everybody seems to have some sort of unofficial PhD in Organizational Behaviour.

Journey 2 – full provision of hands-on expertise, advise, active involvement, with no pretension of democratic participation or over-inclusiveness – is far easier and less stressful.

I shared this dilemma some time ago with a good friend and client, excellent CEO, and he said: ‘Do what I do, go where the energy is and forget the rest’. There are choices. Bringing people along on a journey can hardly be dismissed as trivial. But one has to accept that it’s not always possible to have everybody ‘aligned’, to use a bit of managerial jargon.

Inclusiveness is a noble aim which can turn into a pathology – over-inclusiveness – very easily. Some people have an extra need to embrace everybody all the time. They are not content with the few, or even with a pure ‘rational understanding’ of the issues. They need full emotional, all-on-board, and, if possible, happy, personally engaged people. And they don’t get tired in the process. Bill Clinton was this kind of man when president. For all his shortcomings, this was his fantastic strength. He did not want you just to ‘agree’ on X but to emotionally love X.

I have to say, I have not seen many Clintonian leaders in organizations.

Inclusiveness should not be an automatic goal, especially at the expense of bold progress. It deserves good critical thinking of what is possible and realistic. In the meantime, I recommend going where the energy is.
Talking about behaviours and culture, this is a good opportunity to look at how you can reshape your culture, and we have a simple vehicle to achieve this.

Start your journey here.
If you want to discuss your behavioural and cultural change needs – let’s talk. Contact my team at: [email protected].

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