Why you should Change an Organizational Culture Slowly

Changing Organization Cultures
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Jaap de Jonge
Editor, Netherlands

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.

  Graham Williams
Management Consultant, South Africa
 

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...

  Paramathmuni srinivas Kumar
India
 

Stress Levels Will Be Under Control

A change at any part of organization will have con (...)

  Maurice Hogarth
Consultant, United Kingdom
 

Changing Culture Carefully

People accept change that is personally advantageo (...)

  Warren Miller, CPA, CFA
Strategy Consultant, United States
 

Good Luck on Changing a Culture

I won't say it's impossible, but, most of the time (...)

  Tom Wilson
HR Consultant, United States
 

Good Luck, Indeed: Cultural Transformation is crap.

@Warren Miller, CFA, CPA: Trotsky observed that tr (...)

  Javier Elenes
Business Consultant, Mexico
 

The SIZE Is More Relevant than the PACE of the Change

The pace of the change (fast or slow) is not a dec (...)

  Gregory Johnson
Coach, United States
 

Careful Dance of (Culture) Change...

It would seem that someone is always promoting CHA (...)

  Samuell Yew
Project Manager, Malaysia
 

Big Change / Small Changes Considerations

Culture is a delicate and sensitive thing. It’s no (...)

  Steven Keleman, Ed.D.
Management Consultant, United States
 

Size and Complexity Affect the Pace of Culture Change

By its very nature, my experience is culture chang (...)

  Graham Williams
Management Consultant, South Africa
 

Why You Should Change an Organization Culture Slowly

Steven K makes good points eloquently. Depending o (...)

  Iraklis Goniadis
Business Consultant, Greece
 

The Personality Matters

The more an individual identifies himself through (...)

  Qazi Ata
Consultant, Pakistan
 

Sub-cultures in Different Departments

@Graham Williams: Very true, large organizations h (...)

  Abdourahmane DIOP
Management Consultant, Senegal
 

Culture (Change) Can't be Done Quickly

A culture change does not become a reality in a da (...)

  Tom Wilson
HR Consultant, United States
 

Contingency Planning and Cultural Resilence

@Abdourahmane DIOP: Well, in general, my purpose f (...)

  David Figuera
Consultant, Venezuela
 

What are we Trying to Change Anyway?

Inreed we must be aware that in general terms, cul (...)

  Mallika T R
Manager, India
 

Change is Constant - Whether Slow or Fast!

Change is necessary. Change w.r.t. culture is taki (...)

  Graham Williams
Management Consultant, South Africa
 

Changing Organization Cultures is Needed

Maybe I'm being simplistic, but: The world is (...)

  Jaap de Jonge
Editor, Netherlands
 

Lessons Learned About the Need to Change an Organizational Culture Slowly

Thank you all who participated. I'd like to summa (...)

  Jose Luis Roces
Professor, Argentina
 

The Leadership Process is the Key

I agree with Jaap de Jonge’s opinion, after 25 yea (...)

  William E. Linzey
Business Consultant, United States
 

Speed - versus - Surviving

Changing an Organization's Culture is done for a r (...)

  Gary Wong
Consultant, Canada
 

Organization Culture Sometimes Changes very Quickly

The speed of oculture change can vary. One phenome (...)

  Maurice Hogarth
Consultant, United Kingdom
 

Cultural Evolution or Trauma

Culture is a consequence of: the Senior Managers’ (...)

  David Wilson
Manager, Canada
 

Is the Existing Culture Toxic, Poor, Bureaucratic or Flexible and Innovative?

In organizations with toxic cultures, change must (...)

  Mariano Talanchuk
HR Consultant, Argentina
 

Size, culture and complexity.

@Javier Elenes: Size is important, but each speci (...)

  William E. Linzey
Business Consultant, United States
 

Reply to David Wilson

@David Wilson: Well said, David. The purpose of ch (...)

  Michael Norris
Director, United States
 

Culture is Deep-Rooted

@Warren Miller, CPA, CFA: “Culture eats strategy (...)

  Molokanova
Professor, Ukraine
 

Change of Organizational Culture

I completely agree with the majority of the author (...)

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