- Craig Erickson
- Change Leadership Change Management Training & Development Transformation
- May 22, 2013
In my previous blog(s) on the topic of innovation, I mentioned the importance of having a culture that supports and reinforces innovative endeavors as a way of life, hence, the purpose of this blog. This requires a cultural transformation for some organizations. Having led cultural change processes with 120 countries, I’ve discovered it is imperative to work with executive teams in defining a desired culture for their respective organizations. To begin this process, we start with a common basic understanding of the word culture in the business context: It is a reciprocating, evolutionary, particular way of life in an organization that should serve a worthwhile purpose¹. In other words, it surrounds/influences everything that we do positively and/or negatively. We also get agreement to the fact that culture development is a journey, not a program (programmatic approaches rarely work). This is then followed by defining the desired culture which, in essence, is beginning with the desired state in mind (having a clear vision).