One Perspective: Conscious versus Sub-Conscious action

Think about this way. For something to be a real part of culture we act in a manner in which we don't really think about it, we just do it at a sub-conscious level. It really is second nature. When we need to stop and think about what action we are going to take we are really making a decision from a mindset. We stop we consider the factors we have identified we need to and then take action by making a decision and implementing it. What we are doing is, working towards making that process a part of the culture we want and it takes time, consistent application of the process and persistence.

The Challenge: Things Change... or do they?

Creating a new culture or changing a culture within an Organizational Community is really about Mindset and consistent communication and action. The challenge is in how you engage both at a personal level as well as with the people around you. As yourself the question: "What have I gotten used to?". What we mean by this is what have you gotten so comfortable with that if it changed you would become stressed and the level of fear in your life would increase dramatically? Fear of being fired; Fear of not fitting in any longer; Fear of not being able to make a contribution; Fear that might no longer be useful or be needed; Fear that you might loose control of your department, branch or even the whole organization.

When we get 'comfortable' we start to address problems and issues at work by blaming it on something or someone else or by justifying our position or practices. It's worked for so long, why change it now, it must be someone else's issue? ...The customers perhaps? ...They don't understand? OR do they?

Have you ever experienced a situation where you want to increase revenues, margins, productivity or reduce costs? You know that to do it you need to do something differently and you have a truly great idea that seems simple enough and yet it fails. Why is that? In most cases it is as a result of fear, the fear of making a change and getting people away from all they have gotten used to and that they 'know' works.

The Solution: One step at a time

In order to create change and achieve the results you want and need, particularly in large organizations, it is so important to start in the right place. Generating significant results is about attitude, it is about having the mindset to do what it takes to get the job done. The scenario could be in streamlining operations, integrating an acquisition, expanding into a new market, increasing revenues or margins or reducing costs to achieve a better, different bottom line.

In order to start the process it is important to understand mindset, the mindset of the key players and ultimately the entire team or group. When we establish and know how and what people are thinking we have a starting point. The next step is create 'buy-in' or a 'sense of urgency', not just urgency that is must happen now, but urgency that what we are doing is important and will be beneficial to all involved. In this process we identify champions at different levels to create support. to build that support we need to establish a vision and strategies including identifying opportunities to create the first wins. The important part of a quick win, isn't necessarily speed it is more important that it is relevant and points in the direction we want to go. As we create successive small wins or steps in a direction that indicates success, it is as important to verify, identify and add the right members of the team to drive our initiative forward. As important is in ensuring the top management has truly empowered this group or team to make decisions and act.

As we proceed we bring more and more people into the fold and 'positive chatter' starts about how things are going, what the new opportunities are for the organization and how people will benefit. The key here is to ensure we have developed a communications plan that talks to realities without the fanfare and fluff of great it all is. Simple, clear, concise, and factual. As we proceed and wins become more significant it is extremely important that the team maintains momentum and relevance.

In all of the successful change initiatives (these types of initiatives and undertakings are all about doing things differently, change) the key to creating a new culture is ensuring we don't let up and walk away to soon, Just like raising a child, the new culture needs nurturing through consistent action in each area. An organization is like a living, breathing organization that changes, grows and matures over time. People come and go, yet if we maintain focus, communication and action, new additions to the organization and team can become a part of the new culture and 'how we do things here'.

What have you gotten used to?

Your Comments: Let us know what you think. For more information and to find out more about our work and how we can support your organization, please contact us using the information below.

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Manzimvula® is a values-based as a consulting practice and a Certified B Corporation, and specializes in sustainability and corporate responsibility. To stimulate ingenuity and create growth, we work alongside our clients, guiding them through our Purposeful Path to Sustainability Program™ utilizing our Integrative Strategy Approach™ to help them engage their organization at a deeper level to understand mindset and create alignment with core strategies and principles.

For more information please contact us at:

email: info@manzimvula.com