Managing the impact of culture on change is an important role for Sponsors and Change Agents. No matter how experienced they are, they find it challenging and often don’t know where to focus their efforts. Initiating the effort is often the hardest part of resistance mitigation. To help Sponsors and Change Agents understand and address their culture anxiety, it is valuable to create a simple Culture Impact Check of key groups impacted by change using LaMarsh Global’s Culture Impact Worksheet to record findings and stay organized.
The Project Team, Change Agents and Sponsors need to ask themselves how the many aspects of culture will impact the change as it relates to:
- Geography – Differences of where, facilities, people, functions and customers are located
- Organization – Differences among and between Business units, functions, facilities and departments
- Country/Ethnic Background – Impact of cultural heritage, history, and historical allies and enemies
- Gender – Perceptions aligned to male/female status, position, role, value, etc.
- Language – Reactions to a single business language OR management of multiple languages
- Perception and Value of Time – Challenges when time mindedness of those impacted differs
- Values and Mores – Differences in opinions and actions of “right and wrong”
- Anchor Beliefs and Behaviors – Differences in core beliefs at the center of business decisions, people and organizational words, actions and policies and investment and profit sharing choices
- Organizational History – Challenges when components of the business don’t share the same history, business profile and/or support the same product/services lines
- Leadership & Decision Making – Reactions to directive, collaborative, consensus, facilitative, group, public or private approaches
- Performance Feedback – Perceptions of feedback; positive or negative, welcomed or resisted, required or recommended, prescriptive or recommended
- Communication Styles – Differences in face-to-face, leader led, personal, public, written, detailed, or abbreviated
- Learning Preferences – Differences in facilitator led, self-paced, on-line, just-in-time, detailed or abbreviated
- Reward/Reinforcement/Recognition Preferences – difference in preferences: public or private, words or tokens, formal or informal, accepted or rejected
Download the worksheet using the form below.