{"id":1560,"date":"2024-05-02T11:11:53","date_gmt":"2024-05-02T11:11:53","guid":{"rendered":"https:\/\/pausefactory.org\/staging\/?page_id=1560"},"modified":"2024-10-24T22:05:29","modified_gmt":"2024-10-24T22:05:29","slug":"culture-change","status":"publish","type":"page","link":"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/culture-change\/","title":{"rendered":"Culture Change"},"content":{"rendered":"<section class=\"kc-elm kc-css-603921 kc_row\"><div class=\"kc-row-container  kc-container  services-single-section\"><div class=\"kc-wrap-columns\"><div class=\"kc-elm kc-css-34824 kc_col-sm-3 kc_column kc_col-sm-3\"><div class=\"sidebar kc-col-container\"><div class=\"kc-elm kc-css-770312 widget-area kc-wp-sidebar\"><div id=\"nav_menu-6\" class=\"side-bar widget sidebar_widget widget_nav_menu\"><div class=\"sec-title\"><h3>People Management Services<\/h3><\/div><div class=\"menu-people-management-services-container\"><ul id=\"menu-people-management-services\" class=\"menu\"><li id=\"menu-item-1553\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1553\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/recruitment\/\">Recruitment<\/a><\/li>\n<li id=\"menu-item-1558\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1558\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/human-resources-outsourcing\/\">Human Resources Outsourcing<\/a><\/li>\n<li id=\"menu-item-1562\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1562\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/culture-change\/\">Culture Change<\/a><\/li>\n<li id=\"menu-item-1566\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1566\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/succession-planning\/\">Succession Planning<\/a><\/li>\n<li id=\"menu-item-1570\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1570\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/human-resource-restructuring\/\">Human Resource Restructuring<\/a><\/li>\n<li id=\"menu-item-1579\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1579\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/organizational-design-and-restructuring\/\">Organizational Design and Restructuring<\/a><\/li>\n<li id=\"menu-item-1589\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1589\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/change-management\/\">Change Management<\/a><\/li>\n<li id=\"menu-item-1599\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1599\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/performance-appraisal-system-design\/\">Performance Appraisal System Design<\/a><\/li>\n<li id=\"menu-item-1641\" class=\"menu-item menu-item-type-post_type menu-item-object-page menu-item-1641\"><a href=\"https:\/\/pausefactory.org\/staging\/consulting\/human-resources\/organizational-mentoring-development\/\">Organizational Mentoring Development<\/a><\/li>\n<\/ul><\/div><\/div><div id=\"bunch_how_can_we_help-4\" class=\"side-bar widget sidebar_widget widget_bunch_how_can_we_help\">      \t\t\r\n            <!--Help Widget-->\r\n            <div class=\"help-widget\">\r\n                <div class=\"help-inner\" style=\"background-image:url(https:\/\/pausefactory.org\/staging\/wp-content\/themes\/rabinos\/images\/resource\/help-img.jpg)\">\r\n                    <div class=\"icon-box\"><img decoding=\"async\" src=\"https:\/\/pausefactory.org\/staging\/wp-content\/themes\/rabinos\/images\/icons\/help-icon.png\" alt=\"Awesome Image\"><\/div>\r\n                    <div class=\"sec-title\"><h3>How Can We Help<\/h3><\/div>                    <ul>\r\n                        <li><span class=\"icon flaticon-telephone-handle-silhouette\"><\/span>+234 809 630 3933<\/li>\r\n                        <li><span class=\"icon flaticon-send-message-button\"><\/span>ask@pausefactory.org<\/li>\r\n                    <\/ul>\r\n                <\/div>\r\n            <\/div>\r\n            \r\n\t\t<\/div><\/div><\/div><\/div><div class=\"kc-elm kc-css-663214 kc_col-sm-9 kc_column kc_col-sm-9\"><div class=\"content-column kc-col-container\"><div class=\"inner-column\">\r\n    <h2>Culture Change<\/h2>\r\n    <div class=\"text\">\r\n        <p>An organizational culture can be compared to wind and tides created overtime in the background of our organization; sometimes noticed, sometimes unnoticed and other times obvious. They are made of \u201cinstinctive\u201d and \u201crepetitive\u201d habits coupled with emotional responses and reactions delivered in form of daily action.<\/p>\r\n<p>A company\u2019s culture is a collection of self-sustaining pattern of \u201cbehaving\u201d, \u201cfeeling\u201d, \u201cthinking\u201d and \u201cbelieving\u201d created by condensed fundamental assumptions that determines the way things are done in a particular setting. Ultimately, we create our culture over time.<\/p>        <!--Two Column-->\r\n        <div class=\"two-column  row clearfix\">\r\n        \t            <!--Image Column-->\r\n            <div class=\"image-column col-md-5 col-sm-5 col-xs-12\">\r\n                <div class=\"image\">\r\n                    <img decoding=\"async\" src=\"https:\/\/pausefactory.org\/staging\/wp-content\/uploads\/2024\/05\/Untitled-340-x-387-px-3.png\" alt=\"Awesome Image\" \/>\r\n                <\/div>\r\n            <\/div>\r\n            <!--Content Column-->\r\n            <div class=\"inner-content-column col-md-7 col-sm-7 col-xs-12\">\r\n                <div class=\"column-inner\">\r\n                    <h3>Area of Expertise<\/h3>\r\n                    <p>The difference between \u201cOperational Values\u201d and \u201cStated Values\u201d determines your organization\u2019s present realities regarding your culture.\r\n\r\nBetween Culture and Productivity lies Emotional State and Motivation and these two variables whether positive (enhancing productivity and or growth) or negative (inhibiting productivity and or growth) influences daily results.<\/p>\r\n                    <ul class=\"list-style-ten\">\r\n                        \t\t\t\t\t\t<li>Behaving\r<\/li>\r\n\t\t\t\t\t\t\t\t\t\t\t\t<li>Feeling\r<\/li>\r\n\t\t\t\t\t\t\t\t\t\t\t\t<li>Thinking\r<\/li>\r\n\t\t\t\t\t\t\t\t\t\t\t\t<li>Believing<\/li>\r\n\t\t\t\t\t\t                    <\/ul>\r\n                <\/div>\r\n            <\/div>\r\n                    <\/div>\r\n        \r\n        <h4>Benefits of Service<\/h4>\r\n                <!--Accordion Box \/ Style Three-->\r\n        <ul class=\"accordion-box style-three\">\r\n        \t            <!--Block-->\r\n            <li class=\"accordion block active-block\">\r\n                <div class=\"acc-btn active\"><span class=\"icon fa fa-plus\"><\/span>NAME IT<\/div>\r\n                <div class=\"acc-content current\">\r\n                    <div class=\"content \">\r\n                        <p>Cultures is usually the way we do thing now; they are usually described and do not have a definite nomenclature; our first assignment is usually to name the culture. \u201cName It\u201d is usually a two part element. \u201cName The Reality\u201d and \u201cName The Ideal\u201d\r\n\r\nName The Reality: We achieve this through our simple subtle yet powerful statusrevealing assessments which eventually creates an avenue for debate and brainstorming with key culture change stakeholders.\r\n\r\nName The Ideal: We use the available strategic plan and or stated values to analyze the preferred organizational culture, breaking the preferred culture down into daily behaviors in various parts of the organization including internal and external.<\/p>\r\n                    <\/div>\r\n                <\/div>\r\n            <\/li>\r\n\t\t\t            <!--Block-->\r\n            <li class=\"accordion block \">\r\n                <div class=\"acc-btn \"><span class=\"icon fa fa-plus\"><\/span>TEACH IT<\/div>\r\n                <div class=\"acc-content \">\r\n                    <div class=\"content \">\r\n                        <p>With a robust documentation that defines our goal we then define the right strategy to Teach It. Unlike \u201cName It\u201d, this stage hugely differs from organization to organization depending on various dynamics.<br>\r\n<br>\r\nPart of the possibilities in \u201cTeach It\u201d include Training and Coaching, which could be cascaded through different levels or functional departments or location over a period of time.<br>\r\n<br>\r\nThere is also a possibility of creating change champions or agents; a critical few who will embody the new important behaviors that would have great impact on others. They can be trained to become change mentors and influencers.\r\n\r\nLeadership behaviour at various level must be aligned with the preferred behaviours.<br>\r\n<br>\r\nTraining and coaching programs would include several topics that would be generated from the assessments deployed in the \u201cName It\u201d stage. Possible training and coaching programs can include Emotional Cognition for Change, Professionalism, Business Etiquette, Customer Service, Personal Effectiveness, Intrapreneurship, Leadership, Emotional Intelligence, Communication etc.\r\n\r\nAlignment to overall Strategy and Core Values creates the standard upon which \u201cTeach It\u201d is pivoted.\r\n\r\nIn addition; attention to getting the employee\u2019s buy-in through effective communication is critical at this stage. Such Communication Strategy would be intentionally designed to achieve expected buy-in.<\/p>\r\n                    <\/div>\r\n                <\/div>\r\n            <\/li>\r\n\t\t\t            <!--Block-->\r\n            <li class=\"accordion block \">\r\n                <div class=\"acc-btn \"><span class=\"icon fa fa-plus\"><\/span>MEASURE IT<\/div>\r\n                <div class=\"acc-content \">\r\n                    <div class=\"content \">\r\n                        <p>Between \u201cTeach It\u201d and \u201cMeasure It\u201d is \u201cLive It\u201d. \u201cLive It\u201d is basically about champions, leaders and general staff actually exhibiting the preferred organizational behavior. It is not what we can deploy as consultants except by showing example for your people to see.\r\n\r\nHowever, in order to ensure people \u201cLive It\u201d, we deploy the \u201cMeasure It\u201d part of our approach, \u201cMeasure It\u201d is a form of Performance Management System housed in the Human Resource Department in collaboration with us. Employees performance at this stage would be measured to set standard; it is our believe that \u201cwhat you do not measure cannot be managed, what you do not manage cannot grow and what does not grow remain stagnant or dies\u201d.<\/p>\r\n                    <\/div>\r\n                <\/div>\r\n            <\/li>\r\n\t\t\t            <!--Block-->\r\n            <li class=\"accordion block \">\r\n                <div class=\"acc-btn \"><span class=\"icon fa fa-plus\"><\/span>CELEBRATE IT or REPRIMAND IT<\/div>\r\n                <div class=\"acc-content \">\r\n                    <div class=\"content \">\r\n                        <p>This part is usually a fallout of \u201cMeasure It\u201d; where those who have bought into the change are celebrated and those who refuse or cannot adjust are reprimanded as a way to ensure performance improvement.<\/p>\r\n                    <\/div>\r\n                <\/div>\r\n            <\/li>\r\n\t\t\t        <\/ul>\r\n        <!--End Accordion Box-->\r\n                \r\n                <div class=\"row clearfix\">\r\n            <div class=\"column col-md-3 col-sm-12 col-xs-12\">\r\n                <h2 class=\"cap\"><\/h2>\r\n            <\/div>\r\n            <div class=\"column col-md-9 col-sm-12 col-xs-12\">\r\n                            <\/div>\r\n        <\/div>\r\n            <\/div>\r\n<\/div>\r\n<\/div><\/div><\/div><\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"parent":644,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1560","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/pages\/1560","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/comments?post=1560"}],"version-history":[{"count":16,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/pages\/1560\/revisions"}],"predecessor-version":[{"id":3508,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/pages\/1560\/revisions\/3508"}],"up":[{"embeddable":true,"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/pages\/644"}],"wp:attachment":[{"href":"https:\/\/pausefactory.org\/staging\/wp-json\/wp\/v2\/media?parent=1560"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}