Why you should Change an Organizational Culture Slowly

Changing Organization Cultures
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Changing Organization Cultures > Forum > Why you should Change an Organizational Culture Slowly

Why you should Change an Organizational Culture Slowly
Jaap de Jonge, Management Consultant, Netherlands
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.
 

 
Why You Should Change an Organizational Culture Slowly
Graham Williams, Management Consultant, South Africa, Premium Member
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...
 

 
Stress Levels Will Be Under Control
srinivas, Lecturer, India, Member
 

 
Changing Culture Carefully
Maurice Hogarth, Consultant, United Kingdom, Premium Member
 

 
Good Luck on Changing a Culture
Warren Miller, CPA, CFA, United States, Member
 

 
Good Luck, Indeed: Cultural Transformation is crap.
Tom Wilson, HR Consultant, United States, Premium Member
 

 
The SIZE Is More Relevant than the PACE of the Change
Javier Elenes, Business Consultant, Mexico, Member
 

 
Careful Dance of (Culture) Change...
Gregory Johnson, Coach, United States, Premium Member
 

 
Big Change / Small Changes Considerations
Samuell Yew, Project Manager, Malaysia, Member
 

 
Size and Complexity Affect the Pace of Culture Change
Steven Keleman, Ed.D., Management Consultant, United States, Member
 

 
Why You Should Change an Organization Culture Slowly
Graham Williams, Management Consultant, South Africa, Premium Member
 

 
The Personality Matters
Iraklis Goniadis, Business Consultant, Greece, Member
 

 
Sub-cultures in Different Departments
Qazi Ata, Consultant, Pakistan, Member
 

 
Culture (Change) Can't be Done Quickly
Abdourahmane DIOP, Management Consultant, Senegal, Member
 

 
Contingency Planning and Cultural Resilence
Tom Wilson, HR Consultant, United States, Premium Member
 

 
What are we Trying to Change Anyway?
David Figuera, Consultant, Venezuela, Member
 

 
Change is Constant - Whether Slow or Fast!
Mallika T R, Manager, India, Member
 

 
Changing Organization Cultures is Needed
Graham Williams, Management Consultant, South Africa, Premium Member
 

 
Lessons Learned About the Need to Change an Organizational Culture Slowly
Jaap de Jonge, Management Consultant, Netherlands
 

 
The Leadership Process is the Key
Jose Luis Roces, Professor, Argentina, Premium Member
 

 
Speed - versus - Surviving
William E. Linzey, Business Consultant, United States, Member
 

 
Organization Culture Sometimes Changes very Quickly
Gary Wong, Consultant, Canada, Premium Member
 

 
Cultural Evolution or Trauma
Maurice Hogarth, Consultant, United Kingdom, Premium Member
 

   

 
Size, culture and complexity.
Mariano Talanchuk, HR Consultant, Argentina, Member
 

 
Reply to David Wilson
William E. Linzey, Business Consultant, United States, Member
 

     

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