Managing Organizations' Cultural Shifts

While many efforts are made by today's organizations to ensure inclusivity, managerial flexibility, and work/life balance, and to be innovative, culture differentials can still emerge between teams. If your company has departments, subsidiaries, one-on-one environments, or is multi-national with offices throughout the globe, there is little argument that each has its own specific organizational culture.

Moreover, when there is a change in C-Suite leadership or new managerial styles implemented with little thought, it can greatly impact all of the categories mentioned above. Sometimes a cultural shift is positive, and sometimes it can have a negative impact that causes irreparable damage. Company culture requires leadership to watch, listen, and formulate ideas to remove barriers hampering the organization's growth and innovation. A bad culture can completely dismantle positive changes because people are fearful of change, causing organizational behavior to negatively impact employees, leadership, shareholders, and the consumer.

Impact∞Leadership∞Strategy's solutions may include using the work of Simon Sinek's Start With Why (2009) and Leaders Eat Last (2014), Margaret Heffernan's Beyond Measure (2015), and other current thought leaders to assess company culture through a broad range of change tools — identifying what culture exists within the company, among employees, shareholders, and the consumer. We create tailored plans, training, and technical assistance to change a culture that may be causing a toxic workplace, negative market share, or consumer distrust.

Changing organizational culture takes time, investment, and authenticity. Impact∞Leadership∞Strategy has the advantage of being flexible enough to dedicate time, resources, and inputs to help change the direction towards a culture that is purposeful, meaningful, and inspirational.