Brighton Leadership Group

Culturally Intelligent Change Book

Culturally Intelligent Change

The Ultimate Guide to The People Side of Change

Discover 15 Key Culture Actions to supplement your change approach and enable successful, lasting change.

Get Your Copy of Culturally Intelligent Change

Drive Sustainable Results.

Culturally Intelligent Change is a handbook that explains how understanding and using the elements of culture as a guide will allow you to minimize or avoid the culture pitfalls that create change resistance, enabling you to drive sustainable change results.

Take Action.

The 15 Key Culture Actions can be used to supplement your current change approach, or as a checklist for increasing change success. This is not a culture change methodology - this is an action list to help your change initiatives be more successful.

Be Successful.

If you want to learn specific steps to leverage culture and increase the effectiveness of your change management methodology, this handbook is meant for you!

Digital Download

$ 1
99
  • Delivered as a PDF upon purchase. Download includes the 15 Culture Actions Checklist.

Amazon Kindle

$ 1
99
  •  
Keys to Change

Keys to Successful Change

There are 15 Key Culture Actions that will increase your change management success by using culture as a change lever. These culture actions are intended to be layered into an existing change approach. They can also be used as a checklist to ensure that these critical actions are part of the Change Management Strategy and Plans.

As you read through the 15 Key Culture Actions described in Culturally Intelligent Change, refer to the diagram inside the front cover. This will indicate where the action is aligned to the change processes. The Association of Change Management Professionals developed the Standard for Change Management Practice which is available as a free download at www.acmpglobal.org.

The Standard identifies five process groups used to organize and elaborate on the processes performed by change management practitioners during change initiatives. They include: Evaluate Change Impact and Organizational Readiness, Formulate the Change Management Strategy, Develop the Change Management Plan, Execute the Change Management Plan, and Complete the Change Management Effort.

Map the change methodology being used to the ACMP Standard for Change management, and then apply the 15 Key Culture Actions outlined in Culturally Intelligent Change.

Culture is an underutilized change lever

Survey Says

According to a survey on culture and change management by the Katzenbach Center, only about half of transformation initiatives accomplish and sustain their goals. Less than 1/4 of the respondents said their companies used the existing culture as a source of energy and influence during the change effort.

The study found that cultural levers were at least 2x as likely to have played a role in change programs that had succeeded.

The bad news is...

95% of all change management plans fail to incorporate the full value of culture.

Two Objectives of Culturally Intelligent Change

Objective 1

Manage, minimize or avoid culture flashpoints that create change resistance.

Objective 2

Maximize the achievement of business objectives by using cultural intelligence to drive sustainable change results.

About the Authors

Donna Brighton

Donna Brighton

Donna is a culture change strategist, leadership coach, and keynote speaker. She empowers other leaders to lead from the exponential power that comes from the core of who they are, rather than trying to fit into a leadership mold.

She helped establish and lead the Association of Change Management Professionals (ACMP) for its first 9 years. Under Donna’s leadership, ACMP launched The Standard for Change Management and the Code of Ethics and Professional Conduct.

Donna advises leaders on how to solidify change more rapidly and successfully through the power of Culturally Intelligent Change. And as co-creator of the Flourishing Workplace, she helps organizations get clear on the culture they need to have in order to achieve their objectives, then helps them move towards that ideal.

Donna holds a Master’s Degree in Organizational Leadership as well an advanced certification in Organizational Change Management.

Scott Beilke

Scott Beilke

Scott is an culture change strategist, executive coach, advisor and Culture University faculty member. He has worked with executive teams and boards of large, mid-market and emerging organizations throughout the United States. 

Prior to his current work, he was a Senior Executive of a Wisconsin-based enterprise that was ranked 5th on the Inc. Magazine list of the nation’s 500 fastest growing privately held companies. He shares his experience as a founding faculty member at Culture University, the premier workplace culture education site.

In addition to coaching and consulting, Scott sits on advisory boards, serves as a mentor for the Executive’s Club of Chicago, is a coach for CRU’s Senior Leader XSL program, and is the founding President of the Midwest Chapter of the Association of Change Management Professionals.

Scott is a passionate wine enthusiast and co-leads Leadership Uncorked, where leaders and leadership teams have breakthrough strategic conversations within the context of a unique wine experience.

Get Your Copy of Culturally Intelligent Change

A Guide to More Successful Change

Digital Download

$ 1
99
  • Delivered as a PDF upon purchase. Download incudes the 15 Culture Actions Checklist.

Amazon Kindle

$ 1
99
  •  
Culturally Intelligent Change Book

Culturally Intelligent Change

When change fails, it’s usually because the status quo culture was too large of a barrier. Status quo is a powerful force that always opposes change.
How can leaders, managers and change agents apply an understanding of culture to improve their change success? We created a 15-point check list that you can download here. A few things to emphasize:

  1. Why it matters – Culture is a result of human being’s craving for predictability and certainty. It develops over time when there is a consistent group of people, and is formed from shared history and the learning that comes from many experiences together. This creates the patterns that define the acceptable ways to think and behave in response to various situations. Change by its very nature disrupts certainty and predictability. Culture responds by attempting to maintain status quo. A change process that uses the power of culture maximizes change success.
  2. Assess the culture & climate both qualitatively and quantitatively.  Both organizational culture and climate are essential to understand, but there is a significant difference between them.  Climate pays attention to the shared attitudes and perceptions about things like mission, teamwork, and what managers are doing to engage employees.  Culture looks a level deeper at the underlying expectations, norms or “unwritten rules” that drive behaviors. Both qualitative and quantitative culture measures are critical. Qualitative data provides objective measures against a standard and qualitative data provides context.
  3. Use the culture data – the quantitative and qualitative data is useless if it’s not applied to the change. Make sure that there is clarity about the current state. What are the primary beliefs and mindsets that exist and how will they support or subvert the change? Once you are clear on what exists, then consider what beliefs, behaviors and cultural norms are needed to achieve the change. That’s the gap, and it’s how to build a change plan that succeeds.

1 thought on “Culturally Intelligent Change”

  1. Cynthia Kivland

    Hi Donna
    Great article and I planned to attend the webinar today, however, a conflict came up. I see you are part f the Human Synergistics’ family, as am I.
    Curious, if the webinar was recorded for viewing. Also, it would be good to connect by phone or in person to share our mutual passions.

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