How to Enable Culture Change with “Activators”

A strong organizational culture is key to reducing the need for constant managerial direction, enabling employees to effectively and autonomously act in alignment with company goals and values. As Glenn Carroll, Professor of Management and Organizational Behavior at the Stanford Graduate School of Business, notes that in a well-guided culture, “people don’t need to be told what to do—they’re already endowed with the spirit of the place.” With 80% of executives wanting to change their company’s culture, the question remains: how can leaders enable culture change in their organization?

1. Start by listening widely

The first step is engaging your workforce by seeking input from staff at all levels. By gathering diverse perspectives on who you are as an organization and how you’re serving clients, you can better create cultural changes that resonate with your team. Additionally, taking inventory of what your employees need will help ensure that your new culture is well-received and embraced.

2. Recruit “activators” among your colleagues

Activators are employees who volunteer to lead discussions with colleagues and provide feedback on what’s working and what needs improvement. These individuals can encourage their teams to adopt new values and can play a vital role in leading cultural transformation. In addition to driving change, activators often gain access to organizational leaders, providing opportunities for personal growth and fostering a pipeline of future leaders within the company.

3. Communicate key messages repeatedly

According to Carroll, the “real work” lies in communicating your organization’s core values until they are thoroughly understood at all levels. This may require leaders to repeat key messages frequently, making them relevant and engaging for everyone. The importance of consistency in messaging cannot be overstated; as former GE CEO Jack Welch put it, great managers are “relentless and boring.”

4. Assess the state of culture and individual performance using that lens

To keep track of your cultural transformation, organizations can use regular pulse surveys to evaluate progress in areas like engagement, well-being, inclusion, and manager effectiveness. Assessing employees based on their contributions to the company’s culture ensures alignment between individual performance and the organization’s values.

5. Articulate clearly what’s out of bounds culturally

In addition to defining positive cultural attributes, organizations should also communicate any behaviors that undermine the desired culture. Providing a clear understanding of which actions are considered counterproductive can eliminate ambiguity and empower leaders to take corrective action when necessary.

6. Embed inclusion in your values

An inclusive culture aligns with the organizational need to bring together diverse teams to address critical business problems. By fostering a culture of care, belonging, and inclusion, diversity, equity, and inclusion (DEI) initiatives can be seamlessly integrated into your company’s value system.

7. Approach artificial intelligence as a culture project

As technology continues to shape the future of work, organizations must integrate artificial intelligence as part of their core values. Encouraging employees to use technology, such as AI, to improve work processes can play an essential role in defining your organization’s culture.

Expect a culture change project to take time

Cultural transformations are not overnight processes. Leaders should anticipate devoting several years to the successful implementation of values and behaviors before they become the new normal in the organization.

In conclusion, implementing lasting cultural change requires a strategic approach, active employee engagement, and relentless diligence. By adopting these eight steps and effectively enlisting “activators” within their organization, leaders can drive meaningful change that leads to lasting positive effects on their company’s culture, operations, and overall success.

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