The Challenge:
As an organizational change management practitioner and leader, I have participated in countless board room meetings, Teams calls, and white-boarding sessions – working to convince prospective clients how ‘aligned’ our organization is to theirs. After all, the ‘who we are’ posters look the same.
Shared Values — The Common Ground
Our habits, behaviors and values have similar catch phrases:
- “Our diversity makes us stronger”
- “We give back to the communities we serve”
- “We treat each other with respect”
These are all noble things to state, and certainly make us feel better about the potential working relationship. While words on a poster may be well intentioned, they might not tell the whole story.
True Alignment Requires Effort
To truly ‘align’, you need to do your research and focus on the relationship as if you are committing to an exercise regimen.
The Solution: “Starting Green”
“Starting Green” is not just about technology — it’s equally about people and organizational norms.
Many Solution Implementors spend time focusing on ensuring their TECHNICAL programs kick off effectively and can achieve agreed-to milestones in an effective and efficient matter.
But all too often, while the technology aspects are aligning, there is a tendency to overlook the more critical PEOPLE and ORGANIZATIONS aspects of the solution. Maybe it’s an oversight; perhaps it is budget constraints or participants thinking it is not going to be a deal breaker.
Whatever the reason, it is likely a mistake. After all, it is the people that will have to support and adopt these changes, or your efforts may very well be in vain.
This is where Anthros Partners becomes your Human-centric companion. While our colleagues are focused on designing a feasible technical solution, Anthros is looking at those items that will make it work. What is the impact to your people? How ready are they for the forthcoming changes? How does the organization respond to change? Does the organization need some realignment or redesign?
Culture in Action — Not Just Words
Just because you say your culture is one way does not make it so. I hear horror stories from the ‘best companies to work for’ and great anecdotes from organizations who may never make “the list.”
If you want others to embrace your culture, you need to work at it each day, and at all levels of the organization.
If you believe that your greatest asset are your people, why not give it the attention it deserves?
Honesty is the Best Policy
All organizations have their salient qualities and challenges. You might be part of a highly collaborative organization which tends to bring everyone to the table for decisions. On the contrary, your partner may follow a fast-path method to execution. Both have value — but not understanding how ‘things get done’ in the respective organizations might be the source of frustration and conflict. It is important to reveal your true self openly and transparently. Failure to do so will result in misaligned expectations, project delays, and inevitable animosity.
Bend, Don’t Break
If I have learned anything in my consulting years, the “my way or the highway” approach is not going to put your organization in good favor with another.
Often, the best quality we can have as individuals and organizations is to be appropriately flexible.
Try to understand the points of view of others, adapting and compromising when it makes sense. That does not mean you need to ‘yes’ your partner to death or give up so much that it takes you far from who you are as an individual or an organization. Aspire to be better and see the alternative point of view — it might result in the ‘win-win’ you have been seeking.
Wash, Rinse, Repeat
Aligning on culture and values does not happen overnight — and it certainly is not easy. It takes work, continuous communication, and effort. But, in the end, it will likely result in more effective programs, mutual satisfaction, and the fostering of a long-term partnership.
The Journey Starts with the First Step
Making sure your transformation or implementation is successful will make a difference in your organization for years to come — and cultural alignment with your partner is clearly a critical success factor. Focusing on the technology alone will be shortsighted and unlikely to yield the results you aspire to achieve. Consider the people, process, technology, and organizational impacts of your decisions, and your programs have a better likelihood to start and stay green.