Gear up to start the conversation

During times of crisis and change candour is essential in any business.

With the sudden introduction of virtual offices and at-home working environments, many organisations are being faced with the change of its culture almost overnight. There is no better time, than now, to implement a new one.

“In the past, when it came to adjusting an organisation’s culture, resistance would be encountered from employees who were used to doing things a particular way.

Business director of corporate culture experts The Human Edge Helene Vermaak says: “During times of uncertainty, changing an organisation’s culture can be much easier.

“When the ‘normal’ of an organisation is under threat with a high possibility of change, the employees will look to the leaders of the organisation for direction.”

Two important elements are core foundations: candour and accountability.

“Candour is not something that comes naturally to everyone, and it is not always appreciated,” says Vermaak, “but when it is used within a safe environment where employees know that they can voice their concerns without retaliation, it is easily accepted.”

Implementing a candour culture within an organisation will increase crucial conversations and grow accountability.

Steps

Send a clear message. Let your team know there needs to be a change in behaviour to match the change in the times. This message should include open dialogue of how issues can be avoided and addressed.

Speak to the right people first to get the job done and implemented correctly.

Use the correct behaviour to implement your plan. Identify which aspects need to be carried out first for employees to feel safe. Identify the behaviour you are going to use to implement these changes, as it will have an effect on whether employees will agree to the changes willingly.

Feedback is welcome. Employees need to know they will be able to address problems without backlash. A weekly conference call meeting can be a place where everyone can voice their observations, concerns and thoughts in a constructive, safe environment.

The ‘new normal’ should include leaders teaching employees new ways of working, and is a time to rid the organisation of unhealthy behaviours.

Leaders need to be role models, to demonstrate candour in all communication, as well as display how one should behave when this candour is directed back.

Re-evaluating cultures within an organisation during times of crisis allows for businesses to survive and grow during uncertain times.

“Developing an accepted atmosphere of candour within crucial conversations and ensuring a safe environment in which to express one’s views is a step in the right direction to changing the old, behavioural norms into adaptive, successful ones,” concludes Vermaak. – Citizen reporter

For more information visit The Human Edge website