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#1 Awareness & Assessment of the Current Culture-‐ Ask yourself 3 questions about the current culture of your organization...
-‐What stays? Be aware of the great things that work, that you want to continue.-‐What goes? Be aware of the things that are not working, that need to go.-‐What’s missing? Assess the elements other organizations have, that you want,
but that are lacking.
#2 Values & Vision (Foundation & Compass)-‐ Values are the BOSS: of decision-‐making, policy development, hiring, and strategy.-‐ Vision tells who you are (purpose), where you are going (picture of the future) and
what will guide your journey (values). -‐ Ken Blanchard-‐ What are some keywords that describe YOUR vision?
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#3 Create a Coalition (Draw First Followers)-‐ You have to tell them WHY change is necessary. Establish relevancy, this creates a sense of
urgency and helps to overcome the resistance to change.-‐ Build a coalition – begin with the LEADERS – not just people in leadership positions,
but the natural leaders at all levels of the organization – an alliance of people who will commit with you to be champions of the cause.-‐ Framing – It is all about answering the question of What’s In It for Me?
#4 Be the Change (Walk the Talk)-‐ People will do what you DO, not what you SAY. They will never change unless they see you
and your entire coalition LIVING IT in a very visible and consistent way.
#5 Remove Obstacles (Values, Habits, People?)-‐ Expect OBSTACLES. Identify and remove barriers to change and obstacles to participation.-‐ This might mean rejecting values of the previous culture (greed, fear, shame, blame). -‐ This might mean confronting old habits such as self-‐promotion, or aggression. -‐ This might mean removing people that are standing in the way of change.-‐ What are some obstacles YOU might encounter?
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9 Steps to Creating a Cultureof Caring & Change
e-mail: [email protected]
#6 Empower (Resources, Knowledge, Info, & Skills)-‐ Empower people (kids and staff) to align themselves with the vision, give them the
resources, knowledge, information, and skills to be able to handle the power and control -‐ this creates a sense of ownership for the culture of change.-‐ Mental Model: Flattened vs. Flipped Hierarchy. -‐ Give kids a voice and empower them to create their own experiences and expectations.-‐ Empower staff to evaluate themselves, design environments, and create curriculum.-‐ When empowerment happens at every level of the organization it becomes pervasive -‐
it becomes culture.
#7 Systems Alignment (Onboarding, CQI, Accountability)-‐ Go back to Values and Vision-‐ De_ine what Values you will hire for and align the “onboarding” systems.-‐ Empower staff to select their future coworkers based on these values.-‐ Align CQI (Continuous Quality Improvement) systems to your Vision for change.-‐ Align staff accountability systems, which balance and allow empowerment.
#8 Celebrate (Small Wins, Work, Learning, Change)-‐ Produce, track, evaluate, and celebrate the small wins along the way = this builds
momentum and keeps change moving forward.-‐ Celebrate effort and hard work.-‐ Celebrate organizational, team, and individual learning.-‐ Celebrate making change.-‐ Celebrate the big successes.
#9 Ritualize Culture (The Way Things Are Done Here)-‐ In order for change to stick, you have to institutionalize it, normalize it, routinize it -‐
and make it become the new “way of being.”-‐ Storytelling is a powerful way of ritualizing the change. Tell stories about how this
change is a bene_it, share these stories until you are sick of sharing them share them some more. Share them until they take root and grow and have a life of their own.-‐ Create “secret” insider code words and slogans that become a ritualized shorthand of
your culture -‐ your values, expectations, and vision.
9 Steps to Creating a Cultureof Caring & Change
e-mail: [email protected]
