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Possibly the most challenging element to change within any organisation is its culture. For the purposes of this blog, organizational culture refers to “the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.”[i] Organisational culture is in fact a critical component of the Capacity pillar of the Caribbean Charter for Public Sector Transformation.[ii]
When reference is made to poor organizational culture, typical examples cited are indecisiveness or autocratic approaches to decision-making, operating in silos, lack of collaboration, poor communication practices, low levels of employee engagement, avoidance of accountability/blame culture and risk aversion. However, when asked what strategies have been taken to change the organisation’s culture, too often, the response is none. Perhaps the prospect of trying to change organizational culture appears too daunting an undertaking. However, nothing changes if nothing changes. It is impossible to achieve change without a strategy and implementation/execution of that strategy.
So where should one start to tackle such a seemingly overwhelming goal?
For technical assistance in organizational culture change, contact us at email@example.com. Share with us your challenges, questions and successes in the area of culture change, by responding in the comments section.
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