¿Cuantas veces tienes que ir al gimnasio antes de ver resultados? Al igual que en el ejercicio, en los cambios culturales es normal no ver resultados tan rápido como a uno le gustaría y muchas veces esto es leído por la organización como un traspié. Por lo tanto confía en tu plan, apóyate de aquellos que comparten tu visión y sigue empujando los cambios. Los resultados llegarán.

Every successful cultural-change effort must overcome setbacks caused by the Inhibitors of Change. How you plan for and handle these setbacks determines whether they build trust in leadership or break it. Setbacks are a natural part of the cultural change journey and the method to address them should be a key component of your implementation strategy. When communicating the strategy to employees, introduce the Inhibitors of Change, how they cause setbacks, and explain the system in place to address them. When setbacks occur, share the Inhibitors blocking progress and the actions you’ll take to overcome them. It is the transparency of the communication that will strengthen belief in the change effort and trust in your ability to lead it.

It's implied that a setback erodes trust. The set back could very well build trust. We didn't learn to walk in a day. A culture won't change in a day. Setbacks help us learn where our culture is out of alignment or confusing. When we learn about these issues, we can fix them. It's the way we fix them that makes all of the difference.

In my experience, when a culture change effort faces a setback, trust can be rebuilt through Fakafekauaga - Servantship, focusing on humility, collective responsibility and service. I’ve learned to acknowledge setbacks openly, taking responsibility and inviting others to share their insights. Rebuilding trust requires recommitting to consistent, values-driven actions that demonstrate integrity. Listening with empathy and offering genuine support to those impacted has been essential in restoring faith in the process. "In Fakafekauaga, setbacks are opportunities to recommit to service, rebuild trust and strengthen the bonds that unite us - working for the greater good."

Acknowledge the setback openly—no corporate spin or sugar-coating. Show that you understand its impact, take responsibility, and outline clear steps for correction. Engage your teams in the solution; let them see they’re not just bystanders but valued players in the way forward. Then, commit to tangible actions and follow through. Trust is built by consistent behaviour over time. If you say you'll do something, do it. That's how you show that the culture you're shaping is worth believing in.