How can leaders and managers be equipped to lead by example in the culture change process?

Change is inevitable, but not always easy. Whether you are leading a team, a department, or an organization, you may face resistance and conflict when you try to implement a culture change initiative. How can you overcome these challenges and inspire your people to embrace the new vision and values? One of the most effective ways is to lead by example. In this article, you will learn how to equip yourself and other leaders and managers with the skills and tools to model the desired behaviors and attitudes in the culture change process.

1 Assess your current culture

Before you can lead by example, you need to have a clear understanding of the current culture of your team or organization. What are the shared beliefs, norms, and practices that shape how people work and interact? How do they align or clash with the goals and values of the change initiative? You can use various methods to assess your current culture, such as surveys, interviews, focus groups, observations, or feedback sessions. The key is to be honest and objective, and to involve your people in the process.

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Hariom Singh ᴘʜ.ᴅ. PMP, RMP

Co-Author - GenAI | MBA, PMP, RMP | Senior TPM | Risk & Innovation Leader | Architecting Scalable Data Solutions | Driving Fortune 500 Success | Empowering AI Ethics & Governance for a Smarter Future.
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Leaders guiding cultural change should actively foster and model desired values and behaviors, focusing on empowering other leaders and addressing negative attitudes and actions promptly. Demonstrating the intended cultural shifts through tangible steps rather than just words is crucial. For instance, promoting innovation means personally embracing risk and learning from failure. Cultivating empathy, showing respect, and acknowledging others’ contributions engender trust and loyalty, inspiring adherence to new cultural norms. Utilizing tools like mentoring and feedback helps in solidifying the evolving cultural dynamics.

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2 Define your desired culture

Once you have identified the strengths and gaps of your current culture, you need to define your desired culture. What are the vision and values that you want to instill in your team or organization? How do they support the strategic objectives and the mission of the change initiative? How do they differ from the existing culture? You can use tools such as vision statements, value propositions, or culture maps to articulate your desired culture. The key is to be clear and consistent, and to communicate your desired culture to your people.

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Chet Brandon, CSP, CHMM

Executive Leader of EHS & Sustainability | Organizational Change Agent | Leadership Team Development | Industrial Operations | Collaborative Boardroom Leader
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This is such a key point in any culture change initiative. You must understand your current culture and the aspects of it that support or retard the desired behaviors of the group. I have found the work of Edgar Schein to be of great value at this stage of culture change work.

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3 Align your actions with your words

One of the most important ways to lead by example is to align your actions with your words. If you want your people to adopt the new vision and values of the change initiative, you need to demonstrate them in your own behavior and decisions. For instance, if you want to promote a culture of innovation, you need to show that you are open to new ideas, willing to take risks, and supportive of learning from failures. If you want to foster a culture of collaboration, you need to show that you are cooperative, respectful, and inclusive. The key is to be authentic and accountable, and to acknowledge and correct any inconsistencies.

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Ron Klimley, Prosci CCP

I help leaders develop high performing & engaged teams.
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One of the most critical pieces to this process IMHO. So many leaders and/or executives send out emails or go into meetings to explain what they would like to see in their corporate culture. And then they start to do things or enact policies or procedures that are diametrically opposed to their stated goals. And the interesting thing is that they occasionally are surprised that employees see their actions or know what is "going on" and talk about it. We should never forget that employees are intuitive, smart, see things, talk about things, and are generally more aware that we sometimes give them credit for. We shouldn't underestimate them.

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4 Encourage and reward positive behaviors

Another way to lead by example is to encourage and reward positive behaviors in your team or organization. If you want your people to embrace the new vision and values of the change initiative, you need to recognize and appreciate their efforts and achievements. For instance, if you want to cultivate a culture of customer focus, you need to celebrate and share the stories of how your people have delivered exceptional service or solved customer problems. If you want to create a culture of trust, you need to praise and reward the behaviors that build trust, such as honesty, transparency, and feedback. The key is to be specific and timely, and to use various forms of recognition and reward.

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5 Address and resolve negative behaviors

Another way to lead by example is to address and resolve negative behaviors in your team or organization. If you want your people to adopt the new vision and values of the change initiative, you need to confront and correct any actions or attitudes that undermine or contradict them. For instance, if you want to establish a culture of accountability, you need to hold yourself and others responsible for the outcomes and consequences of your actions. If you want to develop a culture of learning, you need to challenge and coach the people who are resistant or complacent. The key is to be fair and constructive, and to use various methods of feedback and intervention.

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6 Support and develop other leaders and managers

One of the most effective ways to lead by example is to support and develop other leaders and managers in your team or organization. If you want your people to follow the new vision and values of the change initiative, you need to empower and enable other leaders and managers to model them as well. For instance, if you want to enhance a culture of agility, you need to delegate and support the decision-making and problem-solving of your leaders and managers. If you want to strengthen a culture of diversity, you need to mentor and sponsor the leaders and managers from different backgrounds and perspectives. The key is to be collaborative and generous, and to use various resources and opportunities for learning and growth.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can leaders and managers be equipped to lead by example in the culture change process?

1

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3

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1 Assess your current culture

2 Define your desired culture

3 Align your actions with your words

4 Encourage and reward positive behaviors

5 Address and resolve negative behaviors

6 Support and develop other leaders and managers

7 Here’s what else to consider

Change Management

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How can leaders and managers be equipped to lead by example in the culture change process?

1

2

3

4

5

6

7

1 Assess your current culture

2 Define your desired culture

3 Align your actions with your words

4 Encourage and reward positive behaviors

5 Address and resolve negative behaviors

6 Support and develop other leaders and managers

7 Here’s what else to consider

Change Management

Rate this article

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