On the 27th of April, we hosted an inspiring Great Place to NetWork session for all our clients.
Kurt Verweire (Associate Professor Strategic Management Vlerick Business School) talked about the 6 batteries of change. We learned that there are six key areas in your organisation that must be energised for change to be successful. These are called the “batteries of change”. The rational batteries cover the “hardware of change” – strategy, management infrastructure and project and process management. The emotional batteries affect the “software of change,” including the dynamics within your top team, people and culture.
To be effective, Kurt explained, a change programme must be holistic. Which is why the batteries cover all aspects of your organisation – from strategic to operational. Without strategy, sustainable change will never happen. But equally, without a solid implementation plan, your big ideas will never get off the ground. Similarly, focusing solely on the rational batteries won’t lead to sustainable success – because launching project after project without tackling the emotional batteries will lead to resistance from your teams. At the same time, concentrating on the emotional batteries alone will not help address problems in strategy or project delivery.
When going deeper into the theory it became clear that investing in a strong and healthy culture, invest in a great workplace, makes organisations more agile. Culture can enable change – or be a barrier to it. In environments that are open, collaborative, and receptive to new ideas, change is more likely to be far more successful than in unhealthy environments.
How can you make sure cultures generates energy? 5 tips follow Prof. Dr. Kurt Verweire ‘s research.
Live and Breath your company values
In many organisations, values are framed on the wall, but they aren’t translated into concrete behaviour or actions. But when your values live in your organisation, people take pride in their work – and in what their organisation wants to achieve.
Raise the Bar
In a conformance-driven culture, teams are happy with the status quo – and leaders don’t push them to improve. Whereas in a performance-oriented culture, ambitious teams are continually raising the bar and helping their organisation to consistently improve.
In a siloed organisation, individual goals often come at the expense of the company as a whole. Managers focus on their own goals and fail to see the bigger picture. A collaborative culture focuses on “we” – supporting each other and working towards the same overarching objectives.
A toxic, fear-driven culture sucks the energy out of your people. It stops them from making suggestions and getting involved. An uplifting, encouraging culture has the opposite effect. Teams feel energised and motivated to make change happen.
Be Preparde to Take Risks
When you refuse to take risks, you limit your ability to respond to new threats and challenges. When you seek out opportunities – and know that it’s OK to fail – you can learn what works and build it into your organisation’s processes. You become more agile – and equipped to cope with disruption.
Next to Kurt, Heidi Theys (CEO & Founding partner of LQ - Energise for Success) and David Ramael (Artistic Director at Boho Strings) took the floor to talk about ‘He(a)ro Leaderschip’. Be sure to check out their website!
Do you also want build a strong high-trust and innovative culture, for All?! Be sure to find out more about our way of working and the ways we can support you in your journey towards an even better workplace!