In our current climate with major reforms and restructures taking place across private and public sector internationally – everyone is looking to transform their organisation’s culture in some way, shape or form.
In the fifteen years or so that I have been working in cultural transformation across several countries, I’ve seen many trends come and go. In the consulting world, there are always new buzz words cross-industry on the latest frameworks and methodologies – each promising to bring new ways of thinking, working and creating in the workplace.
Recently I have worked on a number of initiatives related to creating a ‘more innovative’ culture. Innovation is definitely a hot buzzword of the moment; given the pressures on organisation to out-innovate and out-perform their competitors on this highly complex and competitive global landscape it is critical for companies to be top of their game when it comes to creating ideas.
Senior leaders are looking for the ‘key’ to create an organisational culture that is agile, innovative and able to put ideas into action quickly and effectively.
What is the missing piece of innovation?
I have seen endless strategy documents that promise to bring all the pieces of the innovation puzzle together so that the intangibles of the working culture can be transformed. Yet, there always seems to be a missing piece. Nearly all of these approaches leave out the most critical component of any successful transformation. How is the organisation working to support the transformation of the individual?
The seeds of successful cultural transformation begins with each individual who will be impacted by the change. They are at the very core of all cultural change.
It is only when we work with each individual; one leader, one champion, one manager, one employee and one customer at a time, that new ways of thinking and working can be embedded across an organisation.
This may seem obvious. Indeed, I’ve seen references to organisational change being addressed at an individual, team and leadership level, the concept is sometimes there but a meaningful way to implement it is lacking. What I haven’t seen is how organisations are working at depth with each person to establish their ‘inner vision’ so they feel engaged and inspired to influence change more broadly.
You can have the most sophisticated engagement frameworks and communications strategies on the planet but if you don’t have employees who are genuinely motivated and inspired to take action, then all of these transformation levers will be wasted.
That may seem like cultural transformation 101 but I haven’t seen it done well in most working cases.
Bringing cultural transformation to life
Bringing cultural transformation to life in organisations means having an unwavering focus on what the changes mean for each individual – and I’m not talking about some ‘lip service’ messages that get thrown into a communication plan around ‘what’s in it for me’ for good measure.
I’m talking about taking the time to really understand what drives each individual to get out of bed in the morning and bring their best ideas, excitement and most enthusiastic self into work every morning. Looking at how you coach, facilitate and support each individual in feeling valued in who they are as well as what they do.
Self-Wealth transformation and creating innovative cultures
I call this ‘Self-Wealth’ Transformation and it’s a dimension that I bring to all of my cultural transformation consulting. I have seen the difference between teams who feel heard, valued, respected and recognised and what the kind of ideas, actions and creativity they bring to the table when they feel supported and safe. I’ve also seen the flip side when individuals feel de-valued, de-motivated and unappreciated and how that stops innovation in its tracks.
If organisations take a genuine and focused individual and emphatic approach to each of their employees change at depth is possible. Through coaching and training transformation programs which work with people’s inner vision, desires and sense of purpose, it’s possible to bring cultural transformation to life within organisations. Creating innovative cultures means people need to feel safe taking risks, possible ‘failure’, speaking up so they can contribute to creating a new working world for businesses and their customers.
Self-Wealth transformation programs
Self-Wealth Transformation Programs are a vehicle for this change. Assessing how challenged individuals in your organisation feel, whether they feel recognised, valued and excited by their role all play a key part on whether or not your teams are fostering innovation in the workplace. Getting a clear view on how people feel, what they are capable of and how they can grow can is an excellent starting point to then develop team, leader and organisational level coaching and training to develop a workplace which collaboratively and creative.