{"id":18205,"date":"2024-07-24T11:21:44","date_gmt":"2024-07-24T11:21:44","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=18205"},"modified":"2024-07-24T11:21:44","modified_gmt":"2024-07-24T11:21:44","slug":"relationship-between-organizational-culture-and-change","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/relationship-between-organizational-culture-and-change\/","title":{"rendered":"What Is the Relationship Between Organizational Culture and Change?"},"content":{"rendered":"\n<p>What is the relationship between organizational culture and change?<\/p>\n\n\n\n<p>The answer will be different, depending on a few things, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The nature of the change initiative<\/li>\n\n\n\n<li>Its goals<\/li>\n\n\n\n<li>How that change will affect employees<\/li>\n\n\n\n<li>The corporate culture itself<\/li>\n<\/ul>\n\n\n\n<p>In other words, to answer this question, you will have to assess your own circumstances.<\/p>\n\n\n\n<p>Below, we will explain:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What organizational culture is<\/li>\n\n\n\n<li>How it affects things such as employee attitudes, behaviors, and performance<\/li>\n\n\n\n<li>How to assess and understand your own culture<\/li>\n\n\n\n<li>What \u201cthe best\u201d culture is in today\u2019s fast-paced world<\/li>\n<\/ul>\n\n\n\n<p>Let\u2019s start with the most fundamental concept, organizational culture itself.<\/p>\n\n\n\n<p><strong>Organizational Culture: What It Is and Why It Matters<\/strong><\/p>\n\n\n\n<p><a href=\"https:\/\/www.walkme.com\/blog\/what-is-organizational-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\">Organizational culture<\/a> is defined differently by different people.<\/p>\n\n\n\n<p>However, many definitions revolve around:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Beliefs, values, and assumptions<\/li>\n\n\n\n<li>Social norms and rules of conduct<\/li>\n\n\n\n<li>The attitudes and behaviors of groups<\/li>\n<\/ul>\n\n\n\n<p>Many things help to create an organizational culture, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The founders\u2019 mission and philosophy<\/li>\n\n\n\n<li>The beliefs, values, and culture of new employees<\/li>\n\n\n\n<li>The collective <a href=\"https:\/\/www.walkme.com\/glossary\/employee-experience\/\" target=\"_blank\" rel=\"noreferrer noopener\">experience of employees<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.walkme.com\/blog\/5-types-of-organizational-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">Organizational changes<\/a> and developments<\/li>\n<\/ul>\n\n\n\n<p>All of this helps us to understand <em>what<\/em> organizational culture is.<\/p>\n\n\n\n<p>Now we need to learn how this information applies to change management.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Relationship Between Organizational Culture and Change<\/strong><\/h2>\n\n\n\n<p>As mentioned, the relationship between organizational culture and change will vary depending on the situation.<\/p>\n\n\n\n<p>That is, culture can:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Positively impact a change initiative<\/li>\n\n\n\n<li>Negatively impact a change initiative<\/li>\n\n\n\n<li>Or have little to no effect<\/li>\n<\/ul>\n\n\n\n<p>Cultural change should not be the primary goal of a change project.<\/p>\n\n\n\n<p>The main goals of any change initiative should be business goals.<\/p>\n\n\n\n<p>Changing corporate culture should be a secondary aim, <em>if and when<\/em> a culture interferes with the proposed change.<\/p>\n\n\n\n<p>A <a href=\"https:\/\/www.walkme.com\/glossary\/digital-transformation\/\" target=\"_blank\" rel=\"noreferrer noopener\">digital transformation<\/a> program, for instance, shouldn\u2019t attempt to adjust culture unless the existing culture obstructs that project\u2019s goals.<\/p>\n\n\n\n<p>To determine when culture changes are appropriate, organizations should start by assessing their culture.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>How to Perform a Culture Assessment<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"573\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/How-to-Perform-a-Culture-Assessment_9566a0e3.jpg?w=1024&#038;h=573&#038;crop=1\" alt=\"How to Perform a Culture Assessment\" class=\"wp-image-18208\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/How-to-Perform-a-Culture-Assessment_9566a0e3.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/How-to-Perform-a-Culture-Assessment_9566a0e3.jpg?resize=300,168 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/How-to-Perform-a-Culture-Assessment_9566a0e3.jpg?resize=1024,573 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Before you can decide whether culture will hinder your change objectives, it\u2019s important to understand your own corporate culture.<\/p>\n\n\n\n<p>Here\u2019s how:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Obtain buy-in and support from business leaders<\/li>\n\n\n\n<li>Interview select employees and groups<\/li>\n\n\n\n<li>Elicit descriptions of cultural artifacts (manifestations of culture, such as processes, social norms, dress codes, and so forth)<\/li>\n\n\n\n<li>Identify the values and assumptions of the culture<\/li>\n\n\n\n<li>Identify cultural aids and hindrances<\/li>\n<\/ul>\n\n\n\n<p>Finally, compile and analyze this information.<\/p>\n\n\n\n<p>These interviews will help you determine which parts of a culture will hinder or help a change project.<\/p>\n\n\n\n<p>And, by collaborating with stakeholders and business leaders, you can decide whether culture change is necessary or desirable.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Pros, Cons, and Considerations of Cultural Change<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img height=\"492\" width=\"1024\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Pros-Cons-and-Considerations-of-Cultural-Change_7866a0e3.jpg?w=1024&#038;h=492&#038;crop=1\" alt=\"Pros, Cons, and Considerations of Cultural Change\" class=\"wp-image-18207\" srcset=\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Pros-Cons-and-Considerations-of-Cultural-Change_7866a0e3.jpg 1200w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Pros-Cons-and-Considerations-of-Cultural-Change_7866a0e3.jpg?resize=300,144 300w, https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2024\/07\/Pros-Cons-and-Considerations-of-Cultural-Change_7866a0e3.jpg?resize=1024,492 1024w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>The right organizational culture can significantly improve a business in many ways.<\/p>\n\n\n\n<p>For instance, in today\u2019s fast-paced global economy, certain business characteristics are desirable:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Innovative businesses can develop new products and services<\/li>\n\n\n\n<li>Agile companies can react more swiftly to changing circumstances<\/li>\n\n\n\n<li>Organizations that are digitally fluent can improve a wide variety of business functions<\/li>\n<\/ul>\n\n\n\n<p>Cultures that contribute to such business characteristics, therefore, would also be very valuable.<\/p>\n\n\n\n<p>However, <a href=\"https:\/\/www.forbes.com\/sites\/stevedenning\/2011\/07\/23\/how-do-you-change-an-organizational-culture\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">cultural change<\/a> is not easy.<\/p>\n\n\n\n<p>In fact, it is, by definition, difficult and taxing.<\/p>\n\n\n\n<p>Here\u2019s why:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employees must unlearn previous ideas \u2013 which is almost always disconcerting and psychologically painful<\/li>\n\n\n\n<li>Reestablishing a new culture takes time, energy, and effort \u2013 which often causes fatigue (commonly known as \u201cchange fatigue\u201d)<\/li>\n\n\n\n<li>Fear, anxiety, and uncertainty often turn into resistance \u2013 making the situation more taxing for everyone involved<\/li>\n\n\n\n<li>The only certain way to change a culture directly is to dismantle a group \u2013 new processes and rules can affect behavior, but not necessarily culture<\/li>\n<\/ul>\n\n\n\n<p>Finally, success is not guaranteed.<\/p>\n\n\n\n<p>In fact, unless the change practitioner is experienced and has a long track record of success, the chances of failure are high.<\/p>\n\n\n\n<p>For reasons such as these, it is important to carefully weigh the pros and cons of transformational cultural change proposals.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>A Learning Culture \u2013 The Best Culture for Today\u2019s World<\/strong><\/h2>\n\n\n\n<p>In today\u2019s fast-paced, complex world, change is constant.&nbsp;<\/p>\n\n\n\n<p>A culture that can change and evolve quickly could easily be seen as a strong plus.<\/p>\n\n\n\n<p>But this presents us with a paradox \u2013 strong cultures are, by definition, stable and conservative.<\/p>\n\n\n\n<p>A culture that can change quickly, therefore, would seem to be the opposite.<\/p>\n\n\n\n<p>However, a \u201clearning culture\u201d could be the solution to this problem.<\/p>\n\n\n\n<p>According to <a href=\"https:\/\/books.google.com\/books\/about\/Organizational_Culture_and_Leadership.html?id=xhmezDokfnYC\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Edgar Schein<\/a>, a learning culture would:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Emphasize proactive learning and problem-solving<\/li>\n\n\n\n<li>Believe that learning is a good thing\u00a0<\/li>\n\n\n\n<li>Trust in people and believe that they can and will improve themselves over time<\/li>\n\n\n\n<li>Be oriented towards the future, not the present or the past<\/li>\n\n\n\n<li>Commit to a pragmatic search for truth<\/li>\n<\/ul>\n\n\n\n<p>Among other things.<\/p>\n\n\n\n<p>Such a culture would have the benefits of stability and cohesion. Yet it would still be malleable, adaptable, and agile.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Final Thoughts<\/strong><\/h2>\n\n\n\n<p>Organizational culture reflects the beliefs, values, and attitudes of an organization.<\/p>\n\n\n\n<p>That culture can clearly change over time, gradually and organically.<\/p>\n\n\n\n<p>It can also be deliberately engineered through processes such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.walkme.com\/glossary\/employee-training\/\" target=\"_blank\" rel=\"noreferrer noopener\">Employee training<\/a><\/li>\n\n\n\n<li>Long-term organizational development\u00a0<\/li>\n\n\n\n<li>Short-term transformational changes<\/li>\n<\/ul>\n\n\n\n<p>Such initiatives carry their own risks, rewards, and uncertainties, which should be assessed critically before starting a cultural change program.<\/p>\n\n\n\n<p>For those that do choose to engage in cultural change, perhaps the best trait to cultivate is one of perpetual learning.<\/p>\n\n\n\n<p>As we saw, such a culture could help an organization become more agile, adaptable, and profitable in today\u2019s complex world.<\/p>\n","protected":false},"excerpt":{"rendered":"What is the relationship between organizational culture and change? The answer will be different, depending on a few things, such<span class=\"moretag\">&#8230;<\/span>","protected":false},"author":246,"featured_media":18206,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"mobile_image_id":0,"tablet_image_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[359],"tags":[],"class_list":["post-18205","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management"],"acf":{"__coauthors":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Relationship Between Organizational Culture and Change<\/title>\n<meta name=\"description\" content=\"What is the relationship between organizational culture and change? 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