Your team is divided on the effectiveness of culture shift. How do you lead them towards a unified vision?
To lead your team towards a unified vision during a culture shift, it's essential to align everyone's sights on the horizon. Here's how to guide the way:
- Establish open dialogue by actively listening to concerns and suggestions, fostering an environment of trust.
- Define and communicate the desired culture clearly, ensuring every team member understands the collective goals.
- Celebrate small victories that reflect the cultural change, reinforcing positive behavior and progress.
How have you managed to bring your team together during times of change?
Your team is divided on the effectiveness of culture shift. How do you lead them towards a unified vision?
To lead your team towards a unified vision during a culture shift, it's essential to align everyone's sights on the horizon. Here's how to guide the way:
- Establish open dialogue by actively listening to concerns and suggestions, fostering an environment of trust.
- Define and communicate the desired culture clearly, ensuring every team member understands the collective goals.
- Celebrate small victories that reflect the cultural change, reinforcing positive behavior and progress.
How have you managed to bring your team together during times of change?
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La clave es tener una comunicación clara alineada a las directrices planteadas por la alta dirección con argumentos que abracen el cambio.
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Everyone wants to enjoy coming to work. I know too many people who dread Sunday afternoons because of work the next day! This pain and lack of energy they feel is relatable to many people. What happens if they don't have to feel that way? How would they want to feel? I would use the Emotional Culture Deck with them to explore what they want to feel working together. This enables deep conversations as they explore the different emotions, building trust, and creating a common future vision for their culture. It makes explicit the words for what they want to feel. From there, they identify the actions to take and create rituals to enable those. Their undesired emotions (that they will feel from time to time as humans) can also be explored.
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Inicie promovendo um diagnóstico claro das percepções e preocupações dos membros, utilizando ferramentas como pesquisas internas ou workshops colaborativos. Apresente uma visão clara e baseada em dados sobre os benefícios esperados da mudança cultural, conectando-a aos objetivos organizacionais e ao impacto positivo para a equipe. Facilite diálogos abertos, promovendo um ambiente onde todos possam expressar suas opiniões e sentir-se ouvidos, enquanto desmistifica resistências com exemplos concretos e resultados de iniciativas similares. Além disso, envolva influenciadores internos para modelar comportamentos desejados e implemente marcos visíveis que demonstrem progresso, reforçando a confiança e o alinhamento ao longo do processo.
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Mudança de cultura é desafiadora, mas essencial para o crescimento sustentável. Quando a equipe está dividida, o papel da liderança é conectar pessoas e propósito. O primeiro passo é ouvir ativamente. Compreender as diferentes perspectivas cria empatia e abre espaço para diálogo. Depois, alinhe a visão estratégica com exemplos práticos, mostrando como a mudança beneficiará a todos. Ações concretas como workshops e quick wins são poderosas para construir confiança e mostrar resultados. Cultura é construída no dia a dia, e a liderança deve ser o exemplo vivo dessa transformação.
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Die Team-Canvas-Methode unterstützt dabei, ein Team mit verschiedenen Perspektiven zur Effektivität des Kulturwandels auf eine gemeinsame Vision auszurichten, indem sie gemeinsame Ziele, Rollen und Werte festlegt. Schritte: a) Zentrale Fragen klären: Formulieren Sie das „Warum“ des Teams in ein bis zwei Sätzen. b) Ziele festlegen: Bestimmen Sie 3-5 messbare Ziele, die zur Unternehmensvision passen. c) Rollen definieren: Klären Sie die Aufgaben jedes Mitglieds. d) Regeln aufstellen: Entwickeln Sie Richtlinien zur Förderung der Zusammenarbeit. e) Reflexion: Überprüfen und passen Sie regelmäßig den Fortschritt an. Die Methode verbessert die Teamdynamik, fördert Klarheit und Zusammenarbeit, reduziert Missverständnisse und stärkt den Teamgeist.
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I've witnessed many cultural changes in my career, some successful and some not. During transitions, teams initially look to leaders for direction while withholding their opinions. They want to belong, yet fear the shift might no longer align with their values. The first step for leaders is to clarify the “why” behind the change—whether it’s a new direction or a response to external forces. Transparency and authenticity are crucial, as teams will quickly notice inconsistencies between words and actions. Next, listen to concerns and encourage team input to strengthen the transformation. Ensuring alignment between the original “why” and the new “how” is key. Be open to the new ideas from rejectors as long as it will achieve the objectives.
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Start by listening—actively and openly. Understand the concerns and perspectives driving the division. Then, focus on clarity: articulate the 'why' behind the culture shift and how it aligns with strategic goals. Use real-world examples to show the impact on performance and engage them in co-creating solutions. Unity comes when people see their role in the bigger picture and feel heard, not pushed.
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Juan Pablo Rossi
Responsable de Administración en Maggiora S.A. | Master en Inteligencia de Negocios
Unir a un equipo en tiempos de cambio requiere liderazgo, empatía y visión clara. En mi experiencia, he logrado alinear esfuerzos promoviendo un espacio donde las ideas fluyen y las preocupaciones son escuchadas con respeto. He comunicado una visión clara del futuro, relacionando los beneficios del cambio con los valores individuales y colectivos del equipo. Al celebrar logros pequeños pero significativos, he reforzado el sentido de propósito compartido. Este enfoque no solo genera confianza, sino que convierte a cada miembro en embajador del cambio, creando un movimiento orgánico hacia la transformación deseada.
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When a team is divided, use the 5 indicators of belonging to unify them: Comfort—Engage mirror neurons by asking the team to share the benefits of a shared vision, increasing awareness. Connection—Facilitate open discussions, ensuring all voices are respected. Contribution—Recognize and connect individual efforts to the bigger vision, making everyone feel valued. Psychological Safety—Build trust by acting consistently and following through on commitments. Wellbeing—Foster belief in the culture shift by highlighting its benefits, sharing success stories, and communicating how it reduces stress and supports efficiency.
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