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, Editor, 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. (...) Read more? Sign up for free
 

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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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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Is the Existing Culture Toxic, Poor, Bureaucratic or Flexible and Innovative?
David Wilson, Manager, Canada, Premium Member

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

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

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Culture is Deep-Rooted
Michael Norris, Director, United States, Premium Member

(...) 10-3-2020
 

 
Change of Organizational Culture
Molokanova, Professor, Ukraine, Premium Member

(...) 10-3-2020
 

         
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