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Jaap de Jonge
Editor, Netherlands
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Why you should Change an Organizational Culture Slowly
It is normally advisable to proceed slowly / gradually when attempting to change an existing organizational culture.
 Reasons for not changing organization cultures fast / abruptly are that the RESISTANCE TO SUCH CHANGE is likely to increase if:
1. The changes are more comprehensive or faster;
2. The changes intervene deeper in the private life of people;
3. The people involved are less aware of the reasons for the change;
4. The current culture is stronger.
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Graham Williams
Management Consultant, South Africa
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Why You Should Change an Organizational Culture Slowly
The larger the organization, the more likely will there be a variety of sub cultures - and changes need to occur (if not in tandem) then certainly congruently and in step.
When people in an organisation have embedded artifacts, processes, beliefs, ways of behaving - the shifts here may take time, people will experience loss in various forms; and there is sometimes merit, as the changes are shepherded through the organisation, in going at the speed of your slowest sheep to avoid negative disruption...
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Paramathmuni srinivas Kumar
India
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Stress Levels Will Be Under Control
A change at any part of organization will have con (...)
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Maurice Hogarth
Consultant, United Kingdom
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Changing Culture Carefully
People accept change that is personally advantageo (...)
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Warren Miller, CPA, CFA
Strategy Consultant, United States
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Good Luck on Changing a Culture
I won't say it's impossible, but, most of the time (...)
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Tom Wilson
HR Consultant, United States
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Good Luck, Indeed: Cultural Transformation is crap.
@Warren Miller, CFA, CPA: Trotsky observed that tr (...)
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Javier Elenes
Business Consultant, Mexico
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The SIZE Is More Relevant than the PACE of the Change
The pace of the change (fast or slow) is not a dec (...)
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Gregory Johnson
Coach, United States
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Careful Dance of (Culture) Change...
It would seem that someone is always promoting CHA (...)
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Samuell Yew
Project Manager, Malaysia
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Big Change / Small Changes Considerations
Culture is a delicate and sensitive thing. It’s no (...)
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Steven Keleman, Ed.D.
Management Consultant, United States
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Size and Complexity Affect the Pace of Culture Change
By its very nature, my experience is culture chang (...)
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Graham Williams
Management Consultant, South Africa
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Why You Should Change an Organization Culture Slowly
Steven K makes good points eloquently. Depending o (...)
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Iraklis Goniadis
Business Consultant, Greece
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The Personality Matters
The more an individual identifies himself through (...)
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Qazi Ata
Consultant, Pakistan
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Sub-cultures in Different Departments
@Graham Williams: Very true, large organizations h (...)
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Abdourahmane DIOP
Management Consultant, Senegal
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Culture (Change) Can't be Done Quickly
A culture change does not become a reality in a da (...)
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Tom Wilson
HR Consultant, United States
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Contingency Planning and Cultural Resilence
@Abdourahmane DIOP: Well, in general, my purpose f (...)
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David Figuera
Consultant, Venezuela
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What are we Trying to Change Anyway?
Inreed we must be aware that in general terms, cul (...)
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Mallika T R
Manager, India
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Change is Constant - Whether Slow or Fast!
Change is necessary. Change w.r.t. culture is taki (...)
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Graham Williams
Management Consultant, South Africa
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Changing Organization Cultures is Needed
Maybe I'm being simplistic, but:
The world is (...)
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Jaap de Jonge
Editor, Netherlands
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Lessons Learned About the Need to Change an Organizational Culture Slowly
Thank you all who participated.
I'd like to summa (...)
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Jose Luis Roces
Professor, Argentina
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The Leadership Process is the Key
I agree with Jaap de Jonge’s opinion, after 25 yea (...)
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William E. Linzey
Business Consultant, United States
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Speed - versus - Surviving
Changing an Organization's Culture is done for a r (...)
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Gary Wong
Consultant, Canada
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Organization Culture Sometimes Changes very Quickly
The speed of oculture change can vary. One phenome (...)
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Maurice Hogarth
Consultant, United Kingdom
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Cultural Evolution or Trauma
Culture is a consequence of: the Senior Managers’ (...)
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David Wilson
Manager, Canada
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Is the Existing Culture Toxic, Poor, Bureaucratic or Flexible and Innovative?
In organizations with toxic cultures, change must (...)
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Mariano Talanchuk
HR Consultant, Argentina
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Size, culture and complexity.
@Javier Elenes: Size is important, but each speci (...)
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William E. Linzey
Business Consultant, United States
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Reply to David Wilson
@David Wilson: Well said, David. The purpose of ch (...)
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Michael Norris
Director, United States
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Culture is Deep-Rooted
@Warren Miller, CPA, CFA:
“Culture eats strategy (...)
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Molokanova
Professor, Ukraine
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Change of Organizational Culture
I completely agree with the majority of the author (...)
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