There are several forums nowadays where many practitioners in various fields are presenting tools that can help any organization and which are producing results in terms of the culture, impact and styles used in the organization. These practitioners presented several cases, following up with discussions that will show the different uses and advantages of these tools. The success that are presented reaffirms the importance in using these tools whether in a project or in an organization.
One kind of tool for example is the OCI or Organizational Culture Inventory tool that can be combined with a company’s present tool in order to measure employee satisfaction. With the implementation of this tool, the company using it has shown an improvement that is continuous and making their culture to be more constructive. Furthermore, it is proven that as the culture is improved constructively, there is an improvement in the interactions among staff that customers or clients are observing. With this result, the company has showed a survey in its employee satisfaction having more positive results.
There is also impacts reported on the culture and leadership of companies implementing these culture change under the services of consultants. Issues like from unwanted home government and international regulatory agencies were reviewed by these consultants. Whereas before the consultants came in, a company have a bottom ranking, and after a period of working on the culture and leadership impact by this consultant, there is an improvement in the facility, in the process, and thus resulting to a positive moving up in the ranking. These tools are thus proven to be useful whether in the technical or highly regulated field or industry.
Change is difficult and challenging. It is undeniable that when it comes to personal change especially, commitment should be a major factor for something to change. Having someone like professionals who are adept in the job would be a big help when this journey is to be taken. Much slower to change is the organizational change, but has been proven to happen in several cases especially you have someone to work with, and the people involved sharing the same commitment to make their journey achievable.
Experienced consultants know that hard work is needed for a culture to change. Not only that, for culture to change, it requires leadership. A leader has to have the courage, determination and resolution to inspire people to join in the noble cause of cultural change.
Making some difficult personnel decisions will be another guarantee as change is initiated or started. As you a review of the organization, there will be a realization that some people presently employed actually do not fit in the culture you are planning to move into, or that they are not willing to make some personal adjustments to fit into the new culture you are planning to cultivate. These people could be your long time employees, or personal friends or even family members that will make it more challenging. Even with these factors, do not be swayed to make these factors to delay your plan or decision. For the new culture to take full speed and root in the organization, the leader should have the nerve to go on and make it successful.