I see a lot of people saying that change has to start with culture, and some of these posts get a LOT of likes and positive comments. But I have never seen any specifics as to how
they suggest you do this. Honestly, not one. And I think there is a reason for this.
What is Culture?
A definition from your favourite search engine[1]:
culture (noun); plural noun: cultures
- the arts and other manifestations of human intellectual achievement regarded collectively.
- the ideas, customs, and social behaviour of a particular people or society.
From Wikipedia [2]:
is an umbrella term which encompasses the social behavior and norms found in human societies, as well as the knowledge, beliefs, arts, laws, customs, capabilities, and habits of the individuals in these groups.
Humans acquire culture through the learning processes of enculturation and socialization, which is shown by the diversity of cultures across societies.
From the University of Warwick [3]:
‘Culture is a fuzzy set of basic assumptions and values, orientations to life, beliefs, policies,
procedures and behavioural conventions that are shared by a group of people, and that influence
(but do not determine) each member’s behaviour and his/her interpretations of the ‘meaning’ of
other people’s behaviour.’
Ok, I knew all that
Sure, point taken. The aim there was to get a firm idea of what culture is before moving on, because while it may feel easy to define on a closer look it is much harder to pin down. The University of Warwick article alone starts with 6 definitions (from various sources) which all draw attention to different elements. Thankfully I'm not trying to come up with some uber-definition here. Phew.
What I do want to point out is the common thread of words like: behaviour, manifestations, processes, procedures. Keep that in mind while we move on.
Observing Culture
Think about any time you have started working for a new organisation and how you learned their culture. Some may have shown you a written statement that defined it, others may not. Either way, you most likely looked for signs of common behaviours that other people demonstrated (dress code, daily hours, break patterns, personal items, ways of talking, hierarchical relationships etc). These will have either backed up the defined statement or simply demonstrated themes that people have adopted in response to the culture that is actually present.
And I believe those are the traits that you will have taken on.
Organisational Transformation
Now let's get specific. Most of what I read agrees that if an organisation wants to under go an Agile transformation there are some key areas that you will need to address[4]:
The key points here is this - I agree with with specific order of these points.
Going against the trend
I agree with this order for the reasons that are explained in the associated article (see References below). So the crux of the issue that I see is -
People state that change must start with culture, but they don't provide any evidence as to how that works - or approaches on how to do so.
The big speech
Lets say you work for an organisation, and everyone is called together for a big town hall style meeting for a major announcement. Your CEO stands on the stage and proudly states "We are going to change how we work, we are going to move away from our old waterfall ways of working to an Agile approach to deliver our software". There are charts, there are explanations, there are big motivational speeches and everyone goes away highly enthused, looking forward to this great new world and all the benefits it will bring.
But then you get back to your desk, and you're still looking at the same specification document you've been working on for the past 2 months - with the same deadline in 2 weeks - for the same project that is due to complete in 15 months on which significant time and money has already been spent. You're stuck. You want to believe the new world is coming, but your boss is still pressing for the work against the existing deadlines. Nothing demonstrable has actually changed. The only way the situation will improve is when the demand for the project (in its current form) is taken away and something new is put in its place, but you are not going to achieve that with culture, you need to change the systems and processes within the company for such a huge shift to take place.
By starting with concrete actions that people can actually observe like new systems (organisational design, how work is defined / prioritised), new processes (cross functional teams working on small iterations) people can see a change in the behaviour of the organisation itself. Once that is under way then absolutely you can start to introduce the idea of a new culture because people can see
that changes are happening, and new behaviours are being demonstrated[5][6][7] throughout the company, which will make it much easier for everyone to buy into it.
But, you can be clear that a change is coming
I had an interesting conversation about this recently that highlighted an important idea. Although you cannot start a change with culture it will probably be very useful to inform everyone that a shift is coming, and to describe what that looks like and give some idea of what the goal is. This isn't trying to alter the culture at the start, but it is making clear your intention to do so, and more importantly how you intend to do it.
Of course then the organisation will need to follow through on its promises and start to show
it's employees that it means it. But when the actions do start then people will have both the idea of the changes and evidence that they are real, which is fantastic - the two can snowball together each giving the other added momentum.
Summary
Cultures are extremely important, and they are present even if they are undefined. But if you want to change one you need to give people a reason to believe that you mean it, so that they will be able to mentally adjust and buy into a change, by seeing actions and new behaviours rather than just words.
Addendum - can you show otherwise?
If you have an example of where culture has been changed first I would LOVE
to hear from you, so that you can help me understand how it was done, and what steps were involved. Thanks!
References
[1] https://www.lexico.com/definition/culture
[2] https://en.wikipedia.org/wiki/Culture
[3] https://warwick.ac.uk/fac/soc/al/globalpad/openhouse/interculturalskills/global_pad_-_what_is_culture.pdf
[4] https://www.leadingagile.com/whitepaper/
[5] https://www.tlnt.com/changing-culture-starts-with-changing-behavior/
What people actually do matters more than what they say. Therefore, to obtain more positive influences from your cultural situation, it is better to focus on changing behavior, which can lead to real culture change. Direct appeals to change beliefs, values, or ways of doing things rarely achieve the desired results, but if behaviors are changed the mindsets will follow.
[6] https://hbr.org/2017/06/changing-company-culture-requires-a-movement-not-a-mandate
But instead of plastering this new slogan on motivational posters and repeating it in all-hands meetings, the leadership team began by quietly using it to start guiding their own decisions. The goal was to demonstrate this idea in action, not talk about it.
[7] https://www.management-issues.com/opinion/7236/changing-a-culture-starts-with-changing-behaviours/
a successful culture change relies on a clear focus on behaviours from the outset, and the behaviours need to be seen as the ‘hard’ stuff and it is important to role-model and reward desired behaviours in order to sustain them.