Here's how you can utilize your experience to drive culture change as a late career professional.
As a late career professional, you carry a wealth of knowledge and experience that can be instrumental in shaping the culture of your workplace. You've witnessed industry shifts, navigated organizational changes, and have a deep understanding of the nuances that create a successful work environment. Culture change is not just about implementing new policies or practices; it's about influencing attitudes, behaviors, and values. Your insights can guide this transformation, ensuring that it is not only effective but also sustainable. By leveraging your years of experience, you can help to craft a culture that reflects the evolving needs of the workforce and the business landscape.
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Margaret-Ann Cole, GTML™Chief People Officer (CPO) | Chief Executive Officer (CEO) | Workforce Transformation | Leadership & Talent Development…
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Matthew ByrneAdjunct Faculty at AGSM & Program Director of the General Manager Program - Project co-lead ‘Mutuality - the future of…
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Barry FlackPortfolio HR Services - Fractional | Interim | Board Advisor | HR Tech Advisor | AI Coach | Mentor | Instructional…
To initiate culture change, start by embodying the values and behaviors you wish to see. Your consistent actions set a standard, demonstrating commitment and integrity. As a respected member of the team, your example can inspire others to reflect on their own behaviors and align with the new cultural vision. Share stories of past challenges and how certain values helped overcome them. This personal touch resonates with colleagues, creating an emotional connection to the change you're advocating.
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Barry Flack
Portfolio HR Services - Fractional | Interim | Board Advisor | HR Tech Advisor | AI Coach | Mentor | Instructional Designer | Content writer | Speaker
Recalibrate your own belief systems. 1. There is no such thing as resistance to change. Smart people will reject dumb change. 2. Reject the 'change as a journey' metaphor that drives the existing process. Change can arrive in the moment. Like putting milk in the coffee changes the colour instantly. 3. Reject authoritarianism that still bedevils change initiatives. Alignment is for the gulags and leaders are inherently still bosses steering behaviour in an undemocratic manner. True leaders emerge between people at all levels.
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Dr. Philipp Zimmermann
Putting People at the Heart of Transformation | Leading the Future | Realizing Human Digital | Reshaping HR | Implementing People Value I Author I Keynote Speaker
Relate to you repertiore of experience to make it tangible and personal. Share exciting examples and how this was creating value for the organization and the people.
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Peninah Murungi MIHRM
Human Resource Director
Understand the Current Culture: Before initiating any change efforts, it's essential to understand the existing culture within your organization. This involves observing norms, values, behaviors, and communication patterns. Conduct surveys, interviews, or focus groups to gather insights from employees at all levels. Identify Desired Culture: Determine the type of culture you aim to cultivate within the organization. Consider factors such as transparency, innovation, collaboration, diversity, and inclusion. Define clear objectives and articulate the benefits of the desired culture to gain buy-in from stakeholders.
Mentoring is a powerful tool for culture change. By taking younger colleagues under your wing, you can directly influence their professional development and workplace values. Use your experience to guide them through complex situations, teaching them not just skills but also the importance of a positive and collaborative culture. Your insights can help shape their perspectives and ensure the longevity of the cultural shift you're aiming to achieve.
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Margaret-Ann Cole, GTML™
Chief People Officer (CPO) | Chief Executive Officer (CEO) | Workforce Transformation | Leadership & Talent Development | Change Catalyst | Speaker | Consultant | Board Director | Author
One of the best ways to contribute to an organization and help shift their culture is to provide mentorship. No matter what stage you are in your career you can always benefit by a sounding board. Choosing a mentor who has been in a role before can add a point of view along with experience. Being a mentor means bringing your lifetime of experience both professional and personal to your organization. Sometimes the relationship is formal so there should be parameters set to provide guidance on culture change in a meaningful way. Many times it’s informal benefiting your peers as well as your senior leaders by adding perspective and ideas. Even the CEO can use help when shifting culture. Supporting leadership through change can be invaluable.
Effective communication is crucial when driving culture change. Listen actively to your colleagues' concerns and aspirations, and articulate the vision of the new culture clearly. Your ability to translate abstract concepts into relatable narratives can bridge gaps between different levels of the organization. Foster open dialogue where all voices are heard, and use your experience to address skepticism with understanding and respect.
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Matthew Byrne
Adjunct Faculty at AGSM & Program Director of the General Manager Program - Project co-lead ‘Mutuality - the future of trust'
This is so important and in change, more than any other communication context, the 7- 38 -55 rule is your measurement of success. This concept first developed by Albert Mehrabian talks to that often only 7% of your message lands, as your tone of voice (38%) and your body language (55%) don't match the words. You need to communicate from a congruent position that aligns all three. And here is the hard part you can't fake it unless you are trained in method acting. So only communicate what you believe in, re-contextualise the corporate statements to be meaningful to you. Communicate in principles that you own as a leader and always use the leadership language of Hope and Esteem. Find a position of hope and tell your team that they can do it!
Your professional network is a valuable asset in effecting culture change. Collaborate with peers and industry contacts to introduce fresh ideas and best practices into your organization. Your connections can serve as a sounding board for new initiatives, providing feedback and support that can strengthen your efforts. By integrating external perspectives, you can create a more dynamic and adaptable culture.
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Dr. Philipp Zimmermann
Putting People at the Heart of Transformation | Leading the Future | Realizing Human Digital | Reshaping HR | Implementing People Value I Author I Keynote Speaker
Mobilize direct contact within your network for concrete exchange and sparring on their and your organization's/team's cultural change story.
Culture change doesn't happen overnight. Your long-term vision and strategic patience are essential in maintaining momentum through the ups and downs of this process. Recognize small victories and use them as stepping stones towards larger goals. Your resilience, honed over years of experience, will help sustain the change initiative during challenging times and keep the workforce motivated.
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Dr. Philipp Zimmermann
Putting People at the Heart of Transformation | Leading the Future | Realizing Human Digital | Reshaping HR | Implementing People Value I Author I Keynote Speaker
Help less experienced colleagues learn from your experience on "strategic patience". Make it tangible that things might take quite a lot of time - even if, on a fact base, seem obvious. Encourage to not stress out but be persistent as behavioral change takes time and sometimes not the "direct route".
Embrace continuous learning as a key component of culture change. Stay informed about new trends and practices that could benefit your organization's culture. Encourage a learning environment where everyone, including yourself, remains open to new ideas and continuous improvement. Your eagerness to learn sets an example that personal growth is a lifelong journey, integral to fostering an innovative and adaptable workplace culture.
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Darin Ray
Business Consultant, Follower of Jesus Christ, Success ARCHITECT: Turning what is into what could be, Author, Speaker, Change Agent, Founder American Business Institute of Success and Prosperity
Continued learning cannot be over sold. I learned more in the past twenty years than I ever learned in school! I learned from thought leaders, both historic and contemporary, about business philosophy, leadership, emotional intelligence, sales, finance, political philosophy, relationships, parenting, psychology, history and religion. From these I gathered principles of success and happiness that have completely changed my life for the better. About all of this I can only say, I wish I had learned all of this sooner.