23rd of December – Digital Culture Change
Why deep dive into digital culture change?
Almost 40% of respondents in a recent survey conducted by MIT Sloan Management Review and Capgemini Consulting said that digital transformation was a permanent fixture on their CEO’s agenda, and 63% said the pace of technology change in their organisation is too slow. Poor levels of digital adoption made headlines with almost 9 out of 10 of leaders surveyed saying it is an urgent issue they still needed to address, but less than 10% of them actually confirming they had a strategic plan in place. Covid-19 has forced many organisations globally to just do the changes necessary to survive in a new brave virtual world.
The following six characteristics define and organistion’s culture:
1. Values – These are foundational and they embrace the principles or qualities that are considered important and worthwhile by the organisation such as customer service, health and safety and they persist over time
2. Beliefs – These too are foundational and are what the organisation holds to be true and incontrovertible. They are of two kinds: visible and invisible, overt and unconscious ‘rules of the game’
3. Climate – An organisation’s feeling or atmosphere noticable in the physical layout of the work spaces and how people interact with each other. What is it like to work here? Formal or informal etc?
4. Norms – These are the standards and rules that evolve in an organisation. For example, anything from dress to working patterns
5. Symbols – The icons, legends, rituals and traditions that convey poweful messages about organisational identity and prioritities. For example, do managers have their own offices? How do people get promoted etc.
6. Philosophy – The formal expession of goals, policies and methods that people will consult as a guide to action in day to day settings.