Model for Organizational Culture Change
Luke Kuepfer • February 28, 2020
In this post, we’re introducing a 5-phase model for organizational culture change:
Phase 1: Assessment—Considering the characteristics of a Healthy Leadership Culture in my post on Ephesians 4:1-16, answer the question—“How well are we doing in each of these areas?” In this first phase we need to understand present reality by looking at both concerns and opportunities.
Phase 2: Analysis—Considering the characteristics from Ephesians 4:1-16, what areas need improvement and what’s causing problems? In this phase we need to determine the areas needing improvement and identify the causes of problems.
Phase 3: Realignment—In this phase, structures, systems, and processes need to be reworked in the organization. Since building support for the new culture is “hard” work, expect some resistance.
Phase 4: Adjustments—In this phase refine systems and policies based on feedback to the realignment that took place in phase 3. Reinforce desired behaviors and values. Senior leaders must lead the charge in refining systems and policies to reinforce the new culture.
Phase 5: Reinforcement—Senior leaders should proactively take the following steps to reinforce the new culture, maintaining and sustaining change by:
- Matching new goals, strategies, and programs with cultural values.
- Hiring staff and selecting leaders whose attitude and behavior fit the preferred cultural values.
- Recognizing, rewarding, and celebrating those whose behavior promotes the organization’s cultural values.
- Developing and implementing an evaluation process.
- Creating traditions and symbols that promote the preferred culture.
- Setting the example.
[Next week we will discuss the formation of an organizational vision statement.]
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Organizations allow individuals to work together to accomplish things that they could not accomplish by themselves.
God wants each of us and the organizations we lead to always strive to do everything in an excellent and effective manner.
A long-range (strategic) plan serves as a “road map” to help us achieve the mission and vision that God has given us.
Leaders who develop followers grow their organization only one person at a time. But leaders who develop leaders multiply their growth.
A leader that leads, loves, and serves like Jesus must learn to use their power and influence to serve others and accomplish the mission God has given them.
Wisdom can be defined as having experience, knowledge, and good judgment. Wisdom is that character trait that enables one to live an exceptional life.
Decisions reveal the values of a leader and require obedience and dependence on God. They demand wisdom. Making decisions affects just about everything leaders do.
It is one thing for a leader to have a vision; it is quite another thing to be able to effectively communicate that vision to others so that they will embrace and internalize it.
Godly leaders must first have a vision of who God is, the future He holds for them, and a sense of what He has called them to do.
