In Zeiten des Kulturwandels sind unterschiedliche Überzeugungen unvermeidlich. Wie gehe ich damit um? Zunächst einmal verstehe ich Feedback als Geschenk, Widerstand als Chance. Beunruhigt bin ich eher, wenn ich keine Einsprüche erfahren. Für das weitere Vorgehen sind dann Faktoren wie Zuhören, Verständnis schaffen und gemeinsame Ziele definieren wichtig. Dabei helfen Moderations- und Gesprächstechniken wie das aktive Zuhören, paraphrasieren und das verschriftlichen von Übereinkünften.

Never ever embark on culture change unless you know and have agreed the outcomes. Always start with the end in mind. Once the key people have agreed the desired outcomes, only then can you start creating, defining and rolling out your culture piece.

I start with a message to the key stakeholders stating our opportunities and continued need for alignment on the culture change outcome. Contact advocates and those with different views directly to fully understand the culture change gap. Then have all of us in a room physically or via Zoom to review findings, opinions and strategy to continue the change.

I’ve found that creating space for collaboration and using data or case studies to illustrate potential impacts can help bridge gaps. Many people will have opinions, but we can now safely rely on data points, utilizing technologies like neuro-tech assessments that work as implicit bias tests. These tools not only measure what people think about the culture but also how they truly feel, providing a deeper layer of insight to drive decisions. Additionally, having an external facilitator with the ability to foster open dialogue and no personal agenda is critical for navigating these conversations effectively and ensuring progress."

Identifying shared values is a huge step towards establishing common ground. Having a neutral and skilled facilitator being able to hear and understand views is also key. People often just need to know that someone understands their point of view. Not everyone needs to agree 100% but they need to feel heard

the differences are normal. treat them as such and don't make a song and dance about the fact people have different views. There can still be tremendous alignment within what may appear to be diversity of thought or opinion. Find the alignment and build out from there.

When we feel pitted against each other, our guards go up. We hide behind armor and poke at each other. When there are differences in culture change, it is essential that all parties feel safe coming together to speak openly about their perspective on the change. Foster a culture of empathy, compassion, and listening and you will find the path you are looking for.

Para lidar com os crenças conflitantes sobre os resultados da mudança cultural, é importante considerar que diferenças de expectativas são naturais. Elas refletem as motivações, necessidades e o momento de vida de cada indivíduo. Permitir que todos expressem suas perspectivas criando um ambiente de diálogo aberto, promovendo empatia e compreensão. Isso ajuda a encontrar pontos em comum e alinhar a equipe em torno de objetivos compartilhados, tornando o processo de mudança mais colaborativo e eficaz.

In my experience leading culture change initiatives in Ghana’s apparel industry, I’ve learned that differences in perspective are inevitable but manageable through strategies: Active Listening: Understand diverse viewpoints starts with truly listening. This builds trust & helps uncover the “why” behind differing beliefs. Shared Values:Despite differences, common goals often exist. We anchored our efforts on shared values like respect, teamwork, and continuous improvement, helps to united diverse teams. Open Dialogue: Creating safe spaces for open discussions fostered honest feedback, turning resistance into collaboration. Constructive debates led to stronger, inclusive solutions. Culture change thrives on, mutual respect, and adaptability.