3 Ways to Change Company Culture to Support Digital Transformation – CMSWire

3 Ways to Change Company Culture to Support Digital Transformation – CMSWire

Marissa Mayer
Every leader is different, but here are some tips from tech industry leaders who successfully stayed ahead of the competition PHOTO: Ian Schneider When successful companies have culture problems, they make headlines: "Inside Uber’s Aggressive, Unrestrained Workplace Culture, " "Amazon’s Allegedly Harsh Work Culture Has Made Headlines" and "What You Can Learn from the Facebook Culture Crisis" are just a few examples. These headlines serve as a reminder of how important company culture is to the success of your business. Poor company culture plays a large part in failed digital transformation initiatives. If you are planning to embark on a digital transformation journey, it’s important to examine the current state of your company’s culture to ensure it is strong enough to support digital initiatives. Culture change doesn’t happen overnight. Bad behaviors and patterns are built over time, and it takes patience, strategy and solid leadership to reinforce good behaviors. Both the senior leadership team and the organization as a whole need a strong set of priorities and a clearly communicated path on how you’ll go after them. As a leader, you must help your employees understand how their actions support your organization’s mission and vision, and why their support and buy-in ....


Recognize What’s Working When trying to drive change, it can be easy to focus on what’s not working rather than what is. The reality is that any corporate culture is the result of good intentions that have evolved in unexpected ways. For example, a belief in innovation is now driving staff to build everything themselves, rather than purchasing purpose-built software, or a commitment to customers has resulted in overspending. The challenge is to show how your original values are still relevant to your organization’s success today. Employee surveys, interviews and observation can help you identify your cultural strengths. Consider asking questions like: What part of your job inspires you the most? Do you know why our company exists? What is our purpose? Can you name our corporate values? What do they mean to you? Do you feel our executive team behaves in a way that is consistent with our company values? How is success rewarded? How is failure addressed? If budget and staffing were no issue, what would you do to improve our organization? Acknowledging the importance of your existing culture and its strengths will make any change feel less like a top-down directive and more like a necessary evolution. ....

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