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Top 10 skills for Culture Change professionals
Manage change
Know how and why change happens, and how you can use it to your advantage.
Use FISH! philosophy and practices
Use FISH! practices to build a sustainable customer service culture.
Manage cultural diversity in workplace
Build trust and cooperation in a diverse workplace by promoting inter-cultural intelligence and preventing discrimination.
How to deal with difficult people
Prevent problems, perceive difficult behaviour objectively, and use techniques to defuse and cope with difficult people and situations.
Manage knowledge
Use an efficient system to collect and use information and intellectual resources.
Develop resilience
Gain self-awareness to identify issues and build resilience against destructive behaviours and environment.
Build leadership
Become a leader by knowing the common characteristics of leaders, leadership concepts and qualities.
FISH! for leaders
Adopt FISH! practices to build teams, create a positive environment and serve others better.
Overcome generation gap
Handle employees of different generations by encouraging communication, finding common ground, embracing differences and managing conflicts.
Build productive teams
Know how to build trust, cooperation and communication in teams. Use team building techniques to form efficient teams.
Top 5 rated PD Training courses to improve Culture Change skills
Make preparation for change to keep succeeding even as external and internal forces change.
The five practices in change management are:
Communication
Education
Training
Flexibility
Affected Parties
Keep communication flowing to encourage clarity, and educate all parties about the change and how it will impact them.
Train the affected parties to be ready with the materials required.
Be flexible, as adjustments may be needed in the plan during implementation.
The attitude and work culture of employees must be changed to create a constructive and productive organisational culture.
FISH! philosophy revolves around altering the attitude and practices of employees to
generate a self-motivated, highly productive and immensely satisfied workforce.
That naturally results in better employee retention, increased productivity and excellent customer service.
A strong leadership is needed to bring a culture change plan to its successful fulfillment.
According to the famous Kouzes and Posner leadership survey, a leader with these qualities can be said to be an able leader:
Model the way (lead by example).
Inspire a shared vision (make your goal their goal).
Challenge the process (work to change redundant processes and policies).
Enable others to act (give them responsibility and resources).
Encourage the heart (motivate them to be positive).
Teams make or break a project.
A collaborative project can be successful only if the team created for it is built correctly.
The four stages of team development proposed by Tuckman and Jensen are:
The Forming Stage
The Storming Stage
The Storming Stage
The Performing Stage
These stages include orientation, testing, dependence, interpersonal issues, overcoming of resistance, and task fulfillment.
The impact of this model is seen in better team spirit, understanding and coordination in team members.
Knowledge management (KM) is a necessary step in culture change where knowledge is analysed, stored and shared to make the most of it.
In the Kakabadse Model of knowledge management, these models are used:
Philosophy-based model
Cognitive model
Network model
Community of practice model
Quantum model
There are various other KM models, including Boisot Model, The Nonaka and Takeuchi Model and the Wiig Model.
These models use knowledge to improve the different functions within an organisation
such as strategy-building, R&D, workforce improvement, etc.
Successful management of meetings meetings helps an organisation to reach decisions quickly with general consensus.
Before conducting a meeting, plan when and where the meeting is to be held (indoors/outdoors, informal setting/formal setting).
Consider the different time zones if some members will be present remotely.
When setting the duration of the meeting, consider the 50-minute meeting.
The 50-minute with a short 10-minute break gives participants just enough time to discuss matters while discouraging idle talk and boredom.
FISH! philosophy includes a set of practices to affect change in how employees feel, think and work.
The four practices of FISH! are:
Be There
Play
Make Their Day
Choose Your Attitude
These practices help in training employees to make work fun while giving the best service to customers.
It also increases employee satisfaction by developing a positive attitude in them.
In a workplace where young and old employees work together especially
if the young are in superior positions, management skills are needed to bridge the generation gap.
Managers can adapt their communication style by using emails and text messages for the younger generation
while talking to the older generation face-to-face.
With the young, use brevity in communications; with older employees, use clarity and avoid jargon.
In a globalised world, most workplaces have a diverse workforce.
To adapt to and make non-native English speakers feel comfortable at work, use these tips:
Speak a little slowly than usual so that your words are understood.
Use body language and facial expressions to get your message across.
Try a different pronunciation if yours fails to be understood.
Avoid slang.
Ask questions to see if you are understood.
Problems are unavoidable, which makes problem solving a necessary skill to have.
When a problem arises, the fastest way to find its root cause is to look into these three factors:
Facts
Frequency
Frustrated Relationship
Create a list of all the facts regarding the situation and the parties concerned,
check the frequency of the problem,
and consider if the core issue is the relationship of the parties concerned.
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