In a nut shell it’s the adopting of a different set of values and behaviours to support a new organisational strategy.  But it’s hard, that’s for sure, and it takes time. It’s hard because it requires people to change, to behave in different ways, in ways that they have become very used it, and ways that have very often made them successful, very successful.  It’s made hard because there is a degree of fluidity to it. It’s rarely a painting by numbers exercise, rather it’s different elements that come together to create a meaningful abstract. The elements of the cultural change very much depend on where an organisation is starting from and how ready, able and willing leaders are to embark on the change.

Many organisations play lip service to culture, regarding it as a ‘soft option’ and instead focus on the annual planning process. However, as society demands more purpose-driven organisations there is a real opportunity to get to grips with your organisation’s culture and harness its power to drive sustainable performance and attract the best people.