Kotter (2012) argues that cultural change is essential for the success of change initiatives and that culture is powerful because: Individuals are selected and integrated Culture manifests through hundreds or thousands of people All of this happens seamlessly and subconsciously And anchoring change in culture: Comes last Depends on results Requires a lot of talk May involve turnover Makes decisions on succession crucial I agree partially with Kotter’s view. Cultural change would become necessary if the culture wasn’t suitable for the change initiative. But if it was, then no change in culture would become necessary. When we were implementing our SBU structure, the culture was suitable although there were some resistors. Despite the resistors, the initiative succeeded because we were persistent and the overall culture was suitable. Leaders should first examine if the culture was suitable for the change initiative or not and if it wasn’t they can cultivate the suitable culture (2018) by: Articulating the aspiration Selecting and developing leaders who align with the target culture Use organizational conversation to stress the importance of change Reinforce the desired culture through organizational design
I do agree with Kotter’s beliefs. Changes do need to happen within the organization, and if the changes are done correctly, it should shift the organization in the right direction to boost innovation and morale. This will always give changes to powerful norms and values, in the end leading the company to new culture and success (Kotter, 2012). During my professional career, I have seen more diversity and culture at Nike than anywhere else. It is such an amazing company to work for, and I feel I am truly blessed to be apart of something that is so true to not only itself, but its customers as well. At Nike the culture is forever changing, but always in a positive direction. Nike believes that celebrating small wins is what builds a strong and unique culture. Movement makers are very good at recognizing the power of celebrating small wins (Walker, 2017). Leaders must be able to properly manage time. Time is very important for any company or organization. Keeping ahead of time keeps the workplace steady and less chaotic. As soon as time is lost, employees are racing for numbers, and this creates a negative feeling of morale in the workplace. Companies can’t change their culture, until employees change their behavior (Ferrazzi, 2014).
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