Making Meaningful Changes That Stick

culled from:carolroth.com

Organizations can’t change their culture unless individual employees change their behavior.

A recent article published in the Harvard Business Review examines an unexpected source from which leaders can learn to transform company culture: Alcoholics Anonymous.

Not every step of the AA program can be compared to the process of changing a company’s culture, but strong ties make for an effective analogy. The following eight steps can keep you on track to achieve the cultural changes that you’d like to see in your company.
1. Nothing happens without a willingness to change

Few managers acknowledge their vulnerability and the failures that they have faced. This small step is an important one in changing company culture. You can’t force people to change– you can only help them want to change.
2. Replace old habits with new ones

Try starting your day with a different routine than one you are accustomed to. For instance, one manager stopped reviewing data from the previous day and instead starting talking to employees about anything unusual that occurred during their shift, only referencing the data if necessary. Not only did this increase engagement between manager and employee, but it also increased the manager’s understanding of business conditions.
3. Peer support drives change

Bring employees together into peer groups to discuss change initiatives that the company has in place. These groups will reinforce the positive attitudes that employees have towards change and will put pressure on individuals who are reluctant to change.
4. Sponsorship deepens commitment and gets results

Pair two employees together so that they rely on each other for one-on-one support. The positive attitudes of early adapters will be contagious to their not-so-eager partner.
5. You are the company you keep

Change managers can choose influencers throughout the company who are likely to have enough clout in the office to help lead a positive change in attitudes towards the company. Change managers can leverage these influencers for the better by making small changes such as where employees sit in the office.
6. Continuous reflection is key

Similar to the AA program, it is important to examine past behaviors and start trying to change early on in the program. Deep introspection uncovers company practices that may not be entirely what the company would ultimately like to focus on.
7. Changes in practice may represent breakthroughs

If you feel like your employees are in a rut, it may be time to make procedural changes. For example, you could focus on coaching new habits that highlight growth rather than cost cutting practices. Changing these practices can signify important progress in your organization.
8. The goal is progress not perfection

Celebrate the small achievements that push your company culture in the right direction. Coach your employees to manage and overcome minor setbacks without losing focus. Set goals for short-term wins and find ways for employees to demonstrate their achievements.

At the most basic level, companies will not be able to change their culture without changing the attitude and actions of their employees. Change is hard. Companies too often overlook the need for a step-by-step program that nudges employees to change through incentives, peer pressure and coaching.