How a Small Team Created a Revolution in Culture Change
An accounting firm was having trouble making a decision at senior partner level to move forward with a series of our programs. Believe it or not one of the issues they identified was poor decision-making processes! In the end, we proved that a small team can create a revolution in culture change.
Out of frustration, one of principals decided to move forward with our programs in her regional office. We started out with our Profiling Program for the partners and managers and followed that with Strategic Planning, Performance Management and Advisory Skills Development.
In eight weeks, we have seen the changed processes and behaviours in the regional office create enormous interest in other offices. The interest was like a groundswell from people in middle management and junior levels who were interacting with people in the regional office.
It Started as Informal Conversations
The groundswell began as informal conversations and then we noticed emails being sent to managers, partners and senior partners. The messages were clearly motivated by a fear of missing out, FOMO.
The most common topic in the groundswell was about the new client projects the team in the regional office were working on. These were apparent both in SharePoint and the CRM used by the business. The most common topic among the senior partners was the increase of $55k in the 8 weeks after the Advisory Skills Program.
Other changes took a bit longer to be noticed. The Profiling Program expanded in the regional office to include all of the accounting professionals. As usual, this prompted people talking about their profiles and their efforts at becoming better communicators and relationship builders. People in the regional office would innocently ask about the profiles of their colleagues located in other offices and this generated the ‘why didn’t we do the profiling?’
Organisational Change can Begin with a Tribe
The revolution was underway. In July we begin our Programs in the head office with a roll-out plan across the firm ending in September. You can drive organisational change beginning with a tribe. In our case, the smaller regional office became the role models for what is possible. They will now be our role models, coaches and mentors for participants in our upcoming programs.
Do you want to learn more about how we initiated and executed this revolutionary change in a staid culture? Get in touch.
ALSO READ: Don’t Leave Any Team Members Behind
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