It is important that, from the outset, any leadership and management theory is appropriate for the workplace. Therefore, the senior team needs to consider existing and preferred culture, a company’s KPIs compared with targets, any existing underlying issues, stakeholder involvement etc
What comments are being made in appraisal, and are there any common denominators?
How do customers perceive our value proposition, and how could this be improved?
Is there anything from our competitors that we can learn?
Once this type of data has been established, then communication is key. If we are talking about a wholesale cultural change, why is this the case? Is the business in trouble? Have we fallen far behind our competitors?
Any company that is even considering a shift in leadership style needs to consider how best this is communicated. Consider a company, that frequently gets amazing feedback from customers and employees, and yet isn’t making as much profit as it should be. Why is this? Is it because the culture is too laissez-faire, and quality is not what it should be? Conversely, is it due to problems not being identified and fixed at source?
Most cultures do not take well to overnight change, where the reasons for the changes have not been communicated clearly. This applies as much to leadership and management as it does to any organisational change.