Heidrick & Struggles: The Four Principles of Culture Change

Culture and engagement is the most important issue that companies face around the world, according to the Deloitte Global Human Capital Trends survey of more than 3,300 business and HR leaders from 106 countries. The survey found that 87% of organizations cite culture and engagement as one of their top challenges, and 50% call the problem “very important.”

In fact, culture was named the most popular word of the year in 2014 by Merriam-Webster. It has now become one of the most important words in corporate boardrooms, and for good reason. Most CEOs know that culture matters and can have a strong impact on business results. Companies that focus on culture are becoming icons for job seekers, especially the future generation of leaders, who place a premium on work-life balance and culture fit in choosing where to work.

Culture is driven from the top down. Yet most executives cannot define their organization’s culture, much less figure out how to disseminate it throughout the company. Only 12% of those surveyed believe their organizations are excellent at effectively driving the desired culture.

By focusing on driving engagement through the right corporate culture, companies can improve execution, retention, and financial performance. This successful culture transformation is possible by following four key principles;

• Purposeful Leadership
• Personal Change
• Broad Engagement with Energy, Momentum, and Mass
• Focused Sustainability

To read the full article by Larry Senn, click here.