What is the most crucial component of your company’s success?
The answers to this question can cover a wide range of topics.
You’ll hear people talking about fantastic products or services, controlling expenses, or managing the profit and loss more carefully.
You might even see people discuss hiring the right people or scheduling meetings at better times. And although all of those elements go into the company’s culture, making adjustments to them is not the most effective way to create change.
Success happens because there is a cohesive team creating it. And without people, there is no business.
How to Start Changing Organisational Behaviour
Everything starts at the top. When the C-Suite doesn’t know how to effectively communicate because of existing personality differences, that results in a similar outcome filtering through the rest of the company.
Having a profile drawn up for everyone and discussing what the results mean can let the leadership team prepare for the changes.
Once you have that information, following these steps will help you to start moving forward.
Put the right people into leadership positions.
Through personality profiling, you may discover that some people aren’t a good match for the roles they have in the company. Leaders should be knowledgeable, flexible, trustworthy, and respectful. Anyone who shows favouritism, belittles workers, or attempts to micromanage even the most talented people in the company should be a candidate for reassignment or retraining.
Bring in change-makers to make good things happen.
Be ultra-specific about your expectations when open positions are available in the business. You’ll want to use a tone that’s compatible with your company and brand to draw the right talent toward your doors. If you’re hiring outside of your organisational personality, the results may create unintended consequences that hold you back.
When you want to create change, the two priorities to watch for in candidates are their loyalty and worth. Almost everything else is trainable.
Promote a healthier work culture.
The best teams tend to function as a family. If you don’t have a relaxed and fun environment for people to enjoy at work, the outcomes you experience may not meet your expectations. When people are happy, they tend to be more productive.
You can achieve results in this area by taking several strategies. Changes to the dress code, hosting contests, or having after-hours gatherings can help people unwind and get to know one another better.
Set clear expectations.
Your expectations and goals should be clear when setting them for your team. Any rules should be written out so that there is no question as to their process of implementation.
If items aren’t meeting your expectations, now is the perfect time to rework them according to the personalities found on your team.
Your goal in improving workplace culture is to encourage motivation. Far too often, that process gets confused as a need to dictate circumstances.
By asking guided questions and taking each personality into account, it is possible to drive toward success.
Let us know your experiences of organisational change and leadership in your organisation.