Strategic Culture Alignment

When to use Strategic Culture Alignment

Use this method when an organization's culture is hindering its ability to achieve its strategic goals, or when a significant strategic shift requires a corresponding cultural shift.

What it solves

Misalignment between strategy and culture, resistance to change, and difficulty implementing new initiatives.

How to run Strategic Culture Alignment, step by step

1. Define the current culture (15 minutes). Facilitate a discussion to identify the key values, norms, and behaviors that characterize the organization's current culture.
2. Define the desired culture (15 minutes). Guide the team in articulating the cultural attributes that are necessary to support the organization's strategic goals.
3. Conduct a gap analysis (30 minutes). Identify the differences between the current and desired culture, and prioritize the areas that need the most attention.
4. Develop an action plan (30 minutes). Create a concrete plan with specific actions, owners, and timelines to address the identified gaps and move towards the desired culture.

Materials needed

• Whiteboard or virtual whiteboard
• Markers or digital pens
• Sticky notes
• Timer

Facilitator tips

• Encourage open and honest dialogue about the organization's culture, both the positive and negative aspects.
• Focus on behaviors rather than just values, as behaviors are more tangible and actionable.

Common pitfalls

• Lack of leadership support can undermine the cultural alignment effort. Ensure that leaders are actively involved and committed to the process.
• Resistance to change can be a significant obstacle. Address concerns and involve employees in the process to build buy-in.

Variations

• Use surveys or interviews to gather data on the organization's culture.
• Involve employees from all levels of the organization in the cultural alignment process.

Running it online or hybrid

Use breakout rooms for smaller group discussions and a shared document for capturing key insights.

What it produces

A clear understanding of the current and desired culture, a gap analysis, and a prioritized action plan for cultural alignment.

Origin

Adapted from NOBL Academy's insights on culture change — source

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