What is Cultural

Transformation?
 There is no single agreed-upon definition of cultural transformation, as it is
still developing and evolving in scope. However, the closest and most
universally accepted definition of cultural transformation describes it as the
dynamic process of irreversibly changing the outlook(culture) of an
organization; and correspondingly its policies, processes and behaviours that
result in more effective mode of operation.
 Why does cultural
transformation
 happens?
To successfully change your culture, you not only have to change the
behaviours and values of the current leaders, but you also need to change
the organizational legacy of past leaders (the values and beliefs embedded in
the organization’s policies, systems and structures.)
 Why culture matters?
1. The assumptions and beliefs of
employees drive behaviour

2. The collective behaviour of Culture

employees determines results.
Assumptio
Assumptio Behaviour
Behaviour Results
Results
n
n

3. The results measure performance

and indicate if strategic business
objectives have been achieved
There are four main step
involved in transforming
an organization’s culture
1. However, just knowing how the
desired organizational culture should
look like is not enough. It must create
a plan to ensure that the culture they
want to change becomes a reality.
2. Finally, every individual in the
organization should decide to change
their values, beliefs and behaviours
to create the desired culture. This is
often he hardest step in culture
change.
3. Before an organization changes its
culture, it should first understand
its current culture or the way
things are at the moment.
4. Once it understands he current
organizational culture, it should
decide where it wants to go, as
well as define its direction and
decide what its new culture should
look like.
 Successful driving
cultural transformation
Ensure reward and
Organisational Define and communicate Build commitment to recognition
structure aligns with
vision and strategy vision and strategy
intended results

Team Translate strategic

goals to team
Address impact of the
changes to work and the
Build high performing teams

responsibilities team

Individual Address “me” issues Clarify roles and responsibilities Reward and reinforce
desire behaviours and
values