How to measure culture is becoming one of the most discussed topics on culture, in part in response to regulatory pressure to ensure culture is managed and to prevent disasters such as the one we’ve recently witnessed with Wells Fargo, in part to justify the increasing investment in organisational culture and demonstrate the positive impact on the business.
One of the buzzwords that keep coming back in my discussions with clients and colleagues is innovation. Every organisation wants to be innovative. But what is it we’re talking about, and how do you embed a culture of innovation in your business?
One of the most commonly asked questions in my work on culture is how long will the change take? When will we have the culture we need? There is no simple answer to this question because a multitude of factors can influence the speed of culture change across an organization. But there are things you can do to speed up the process.
It’s happened to many of us: we go through a recruitment process, have one or several interviews, ask about the organisation and work conditions, before finally accepting the job. Then we start. But after a few weeks, sometimes days, we realise that it’s got nothing to do with the place that was painted to us during the recruitment process.