Our Latest News

We spend more time with our work colleagues than with many of our closest friends and more time working than we do socialising.  So, it stacks up that we should want to enjoy ourselves while at work and get on with the people in our teams.

What then if, like many of the UK’s workers, you are in a job and not a career?  Does the same sentiment ring true?

We would argue that it is the place of a strong leader to work with their team and find out what motivates them.  What makes them proud to work for your organisation?  What makes them get up and come to work every morning?  What do they enjoy about their job?  What gets in their way and stops them achieving their targets?

It can’t just stop at asking the questions.  You actually have to listen to the answers and make changes as a result.  For the changes that make the biggest difference, you need the courage of your convictions and the confidence to carry the rest of your team through.

Culture change is all about radical and fundamental transformation within an organisation in order to improve performance.  Not everyone is open to having their values, beliefs and behaviours challenged and that is the first obstacle when trying to implement change – trying to get everyone on side. 

Some quick tips for supporting culture change in an organisation:·

1. Understand where you are now – until you have that benchmark in place, you will not be able to measure the impact of any activities;·        
2. Understand where you want to be – there is no point in starting to make changes unless you have a clear vision of where you want to get to and how different changes will help you get there;·
3. Get everyone on board – you will need support from the top down and the bottom up; enough people need to want to change and to understand the benefits of doing so to be able to carry along those who are less enthusiastic;·
4. Plan but don’t get stuck – determine your vision, mission and values and the actions and skills you’ll need to achieve those; but, be prepared to adapt your thinking as you roll out the change programme;·
5. Don’t be afraid to get things wrong – culture change can be a complex process which can take a long time to show results; just keep listening, learning and adapting as required and the results will speak for themselves!

In a shameless plug, Kinetic PR recently took home the trophy for Internal Communications at the Fresh PR Awards 2010.  To find out more about this award-winning campaign, please give us a call on 0121 212 6250.