One of the costliest mistakes that inhibit culture change success is for leaders to ask something of the people in their organization and then not do it themselves.
This requires leaders to be willing to look in the mirror and assess their current mindsets, behaviors, and styles to see if they are supporting or inhibiting the changes the organization needs to make. It requires them to recognize the stylistic factors that their future state requires of them and their stakeholders.
One of the greatest catalysts for culture change…
is people witnessing executives changing and behaving in ways that are directly congruent with the desired future state, and very different from the old ways. When a CEO models new behaviors for success, you create a safe environment that inspires managers and employees to change. Stakeholders look to you for the support—and the precedent—to change personally.
If they see you change, they will be much more likely to change.
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