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Jaap de Jonge, Editor, Netherlands
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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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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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srinivas, Lecturer, 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, 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.
@: Trotsky observed that trying to transform a cul (...)
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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
@: Very true, large organizations have sub-organiz (...)
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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
@: Well, in general, my purpose for enriching a cu (...)
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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 w (...)
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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.
@: Size is important, but each specific culture h (...)
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William E. Linzey, Business Consultant, United States
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Reply to David Wilson
@: Well said, David. The purpose of changing organ (...)
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Michael Norris, Director, United States
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Culture is Deep-Rooted
@:
“Culture eats strategy for breakfast” is a fam (...)
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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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