Planeación, desarrollo y alineación de la Cultura del

Comité Local

Miguel González

The Process

PHASE 1: PLANNING FOR SUCCESS • A culture audit is an essential first step to

planning the cultural change effort. The advantage of this is to gain more in-depth insight into the culture, build relationships and additional buy-in, reduce the risk of resistance to skill development and culture change, identify leaders that can be change champions and provide key input into an Assessment and Implementation Plan. This is also a time for the executive leader to craft and refine the vision, goals, strategy and priorities. This needs to have within it a sense of urgency which can be easily communicated and understood by everyone in the organization. These elements are inputs to a culture change plan.

PHASE 2: CULTURE TRANSFORMATION

• Launch of a culture change requires a memorable event and ongoing communication and activities that demonstrate what the new culture is to look like. A powerful guiding coalition is needed to coordinate and lead the changed behaviors. New skills may be required and methods for sharing learnings and experiences need to be put in place.

PHASE 3: EMBEDDING THE NEW CULTURE.

• During the culture transformation process (Phase 2) new attitudes, skills and shared learnings are experienced. Usually the systems and processes lag. This is for good reason because learning best practices is still occurring. But the time comes in the embedding phase when orientation and performance evaluation systems and processes require redesign. These should include desired culture behaviors and targets to support the embedding process.

PHASE 4: PERFORMANCE MONITORING AND REVITALIZATION

• Performance should be measured in terms of customer satisfaction and cultural behaviors. Both should be benchmarked so that targets for improvement can be set.