Want to change culture? Use these principles 7

like It calls for a change of culture It has become common in American society, and many culture blames today’s ills: the world is changing very quickly because of technology, global crises and transformations between generations; Everyone is very extreme, isolated, and anxiety; Hope is to support life.

So what is reform? News addresses and Social media Al -Khalasat declares that institutions and organizations that no longer need to reform or re -imagine. They are corridors, toxic, or a fracture that cannot be repaired. Whatever their politicians Persuasionand Many believe We need to repair, rebuild, or even tear it to start again. We need to change culture.

There is no lack of advice to change culture, consultants, business teachers, preachers, and scholars. When it boils it, many encourage it to address the change of culture through Specialization or simplification– By focusing on certain settings (such as workplace, schools or societies), and characteristics (such as command Patterns or minds), or results (such as better performance or higher levels of confidence). These methods have an advantage, but they are also limited because they often separate or isolate some parts of culture from others – a tendency that can lead Quick repairsand Blind spotsAnd Unintended consequences.

To fill this gap, I use culture science to better understand how people break, cancel culture, and reshape culture. Merging academic experience and practical experience-with technology companies, media networks, investors, non-profit organizations, government agencies, schools and other new organizations, A comprehensive framework to Change the deliberate culture.

Broad frame Seven principles based on evidence It is based on the science of culture and Behavioral change. He calls for change makers Seven major questionsKnowing these principles, which enable them to motivate, activate and achieve Changing the meaningful culture. Along with my colleagues in Stanford SparkAnd it is a “tank” behavioral science at Stanford University, we studied these principles and tested it. They work.

Seven principles to change the deliberate culture

1. People are formed through – and in turn – culture.

   Ask: Who builds our culture?

2. Cultures consist of four main parts interconnected (ideas, institutions, interactions and individuals) known as Culture course.

   Ask: Are our main culture features?

3. Changing culture takes both efforts from top to bottom and mainly.

   Ask: Does pressure for change come from the top or bottom?

4. Culture change is easier when it benefits from the current basic values ​​and is more difficult when it challenges the assumptions and deep roots.

   Ask: What are your hidden cultural rules and assumptions?

5. Changing culture can feel like a threat.

   Ask: Who may resist change and why?

6. Changing culture is not a linear path.

   Ask: Are you at the long distance and surprise?

7. The timing of things.

   Ask: What are the contextual factors that may help or hinder the change of culture?

Learn how culture works and how to move and deal with it

The key to changing culture is its understanding – to embrace its complex glory and learn how to move and practice. Changemakers can effectively increase their possibility of their leadership using these seven-based principles-from exploring the main questions needed to rethink their cultures and reshape them again.

Regardless of the type of change in the culture you lead-from redesign work to remove carbon daily life to the progress of the professional sport of women-or where did you come from a professional, Amin or C-SUite Exec from Social and psychological powers. For example, by targeting a shift in values, standards and practices between school leaders and teachers, the area in Forest Group, Oregon, managed, Improving student performance. School culture can be changed to focus more on “we” more than “I” that can participate, enable students and enable gaps in achieving closure.

However, the conversion of cultures is far from simplicity. Cultures Complex, strong systems With many moving parts and competing effects. The success of any specific change initiative can be difficult (if not impossible) to measure or predict it. For example, research shows that although business leaders have worked to fight the employee Exhaustion By changing cultures at the workplace to highlight the well -being, they still offer a Bias against high performance Those who have strict work and life borderWatch it as less merit for upgrade.

Strong research He explains that changing deliberate culture occurs when people understand how to move in the hidden social and psychological dynamics in playing, and if they learn to identify the tools of culture that they can use to influence these dynamics forever. We will continue to explore how the frame is implemented, focusing on the building blocks of culture. Because people make their cultures, they have the ability to change them.