How to Measure Culture Change Without Killing It

While performance is monitored to death through zillions of numbers, how do we assess the effectiveness of culture change efforts? And, as we want to support voluntary transformation, how do we measure behavior change with metrics that do not operate as targets or injunctions? A field experience in a large-scale transformation may open ways for meaningful measurement.

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Regain Freedom at Work

Corporate Rebels United, Rebels At Work and Change Agents Worldwide recently organized an amazing 24-hour Rebel Jam where corporate change makers from around the world shared ideas and advice. My contribution to the Jam consisted in supporting people who suffer from a controlling work culture and want to do something about it. Change agents, it’s time to be tactical! Here are 15 tips anyone can use. They’ve been useful to me and I hope they can be to others. 

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Volunteer Power

Volunteers decide by themselves. They can say no. That’s why “volunteer” is a rarity in the corporate world, that loves nothing more than orderly management of resources. Yet, they bring invaluable energy and ideas... provided organizations learn to mobilize and leverage volunteers. Here is an example, taken from an on-going movement for quality improvement. Based on Kotter's 8-Step for leading change, it is about enabling massive volunteerism to help the organization improve.

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Quality As A Movement For Change. Seriously?

Want to wreck the atmosphere of a friendly dinner? Speak "industrial quality". Explain how compliance, deviation tracking and process books are important. It's only minutes before the first guest starts yawning and stretching. Yet, I'm moving to Quality, and I'm thrilled. It's an overwhelming challenge. How to transform an old industrial culture, with Quality as a catalyst for change? How to engage employees into making quality products? How to make Quality exciting? 

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Corporate Transformation Starts Here

Business, organization and culture change are hot topics in the corporate world today. However, they often remain conceptual thinking: implementation is seen as difficult. Where to start? The trigger can be as simple as a meeting. But not the usual one. Here’s an example of how a single, different type of meeting can kick off a new collaborative culture.

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Voices Of The Corporate People

How can organizations become “social”? Adapting companies to the social economy so they can meet the requirements of empowered and connected customers requires some massive internal transformation. Even when leaders understand the necessity to shift away from old models and modernize their organizations, they hardly know where to start. Here is a suggestion: a simple framework for culture change. 

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Welcome to the Social Dance Floor

How do traditional, regulated industries cope with social engagement? In my previous post, I have explored the reasons that hold those industries back from becoming truly social, taking Pharma as an example. Here, I am suggesting a few ways to seize the business potential of social engagement. May this post inspire curiosity and action.

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No Playing With (Social) Fire

How do traditional, regulated industries cope with social engagement? Not so well, as it seems. In a series of two posts, I will explore the reasons that hold those industries back from becoming truly social (part 1), taking Pharma as an example. Between real constraints and irrational fears, various avenues of action exist (part 2) to seize the business potential of social engagement.

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When Change Gets Rewarded

On December 2nd, 2013 I was awarded the Tribune Women’s Award. This French leading economic daily newspaper acknowledges every year the talent of women entrepreneurs and top executives. I was lucky enough to be recognized in the “international” category, a good fit with my international career path. But in this particular case, the trophy rewards a collective story of changing mindsets and organizations.

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Can Social Be Top-Down?

Adoption is the pain point of social enterprise. While adoption rates linger at staggering low levels, critical success factors are endlessly identified, dissected and commented.

Among those is the “top management support”, often seen as the key to success. But is it really? Is it true that, to succeed, social initiatives must have a high level champion, possibly the CEO? Can a company become social if it hasn’t got its Michael Dell, a Chief Social Officer, or at least highly convinced top executives?

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How Wired Are You for Social Collaboration?

Social is the new normal in business and organizations. It requires individuals to adopt new behaviors related to networking, collaboration, agility etc.

But is everyone “wired” for social collaboration, i.e. equipped with the relevant skills and mindset?

How much are you ready for new ways of working? Take the test.

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The Disruptive Thinker Corporate Survival Kit

So…you’re a Disruptive Thinker. You work at a big company. And you want to make change happen.

I won’t dwell on the fact that you may be at the wrong place – a start-up may offer a better ecosystem for your disruptive thinking – but here you are: for many reasons, you like your job, your company, and you’re here to stay. You wouldn’t actually mind being even more recognized than today for the great value you bring

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