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  • Will You Add? - Changing Organisational Culture Requires a Change in Leadership

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    for changing sake. We can also get lost in the forest of consultant jargon, models and met
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    Changing culture or “the way we do things around here” need not be as difficult as it first seems. We often make it more difficult for ourselves because the first and most important change often needs to come from us as leaders.

    We can make it doubly difficult if we build a project around a focus of changing culture. It can appear that we are changing culture for changing sake. We can also get lost in the forest of consultant jargon, models and meth

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    seems. We often make it more difficult for ourselves because the first and most important change often needs to come from us as leaders.

    We can make it doubly difficult if we build a project around a focus of changing culture. It can appear that we are changing culture for changing sake. We can also get lost in the forest of consultant jargon, models and met

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    hange often needs to come from us as leaders.

    We can make it doubly difficult if we build a project around a focus of changing culture. It can appear that we are changing culture for changing sake. We can also get lost in the forest of consultant jargon, models and met

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    ild a project around a focus of changing culture. It can appear that we are changing culture for changing sake. We can also get lost in the forest of consultant jargon, models and met
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    for changing sake. We can also get lost in the forest of consultant jargon, models and methods and miss the trees of the objective we are attempting to reach.

    To adequately discuss what changing culture is, we need to start with a definition of what organisational culture is. A useful tool for this amongst the plethora of tools available is the Cultural Web developed by Johnson and Scholes.

    In the Cultural Web, culture is described as the mix

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