6 Steps in Building a New Culture
20 copies available!!
Leave a comment on this guest post by Jay B Barney to become eligible for one of 20 complimentary copies of his new book, “The Secret of Culture Change: How to Build Authentic Stories That Transform Your Organization.”
Deadline for eligibility is 08/13/2023. International winners will receive electronic version.
To implement new strategies, you often have to build a new culture. In order to build a new culture, you need to replace the current stories your employees share about what your company values, with new stories that exemplify the new cultural values required to implement your new strategy.
But, how do you replace these old stories? By building new stories. You build these stories by engaging in actions that contradict your firm’s current culture but exemplify the values of a new culture.
Six things to remember while you build new stories:
- First—they must be true to your personal values. Your employees can smell your hypocrisy from miles away, and won’t enroll in your culture-change process if it is not authentic.
- Second—you have to star in the stories you build. Your commitment to culture change is enhanced when you engage in actions that build culture-changing stories.
- Third—the stories you build have to break with the past and provide a path to the future. You are not single-handedly building a new culture. You are building stories that invite your employees to co-create this new culture with you.
- Fourth—your stories must appeal to your employees’ heads—is there a good business case for culture change?—and to their hearts—their emotions and highest aspirations.
- Fifth—your stories need to be theatrical, so your employees will remember them.
- Sixth—you need to build a “story cascade” in your firm, where employees throughout your organization are empowered to build their own culture-changing stories.
When you engage in actions that exemplify new cultural values that build stories with these six attributes, you can change your organizational culture in a way that will help you implement your new strategy.
What’s your takeaway from Jay’s post?
Jay B. Barney is one of the top three most cited scholars in the field of strategic management, who has published over 125 articles and book chapters, along with seven books. He is a full-time professor at Eccles School of Management at the University of Utah. He has co-authored The Secret of Culture Change: How to Build Authentic Stories That Transform Your Organization (Berrett-Koehler Publishers, August 2023) with Manoel Amorim and Carlos Júlio.
I’d like a copy of your book
In order to change culture, we (the organization) needs to define what it wants to be, develop values and measures around its identity – build, share, and celebrate stories – and then measure if we are walking the talk. Too many orgs do not walk the walk – they only talk the talk so stories won’t matter.
Great article. Changing culture is extremely tough, but is possible over time with continued effort and positivity.
So good! Culture and a meaning for my business’ existence have been weighing on me lately and it’s definitely time for a reboot. Thanks for the powerful culture-changing process!
These are an essential series of steps in changing culture; I particularly believe the third step helps in enabling Trustees to begin their journey as well as the team you are working with
My greatest takeaway is that values are ascertained by hearing, seeing, and being part of a story. I had never thought of creating culture by a narrative that expresses the values. But that’s exactly how it must work!
Humans are inherently story-centric. It’s how we make meaning of our lives and work. Who’s the hero? Who’s the villain? How do we achieve victory with every plot twist?
That makes making a culture change seem less daunting to me. I can get behind a good story.
Thanks for the post!
Thank you for this article. I would love a copy of the book.
Love the idea of changing culture through story telling. Impactful.
I like many of these ideas, especially the 3rd and 4th recommendation. Culture is critical in progress.
I very much enjoyed your article and I would love a copy of your book
great article, thank you!
Thanks, interesting article as always.
Culture is the core to an organization’s success or failure. Building a good culture is challenging, but ignoring a bad culture can be catastrophic. Finding ways to replace negative and toxic stories with positive and team building ones is paramount for every organization, big or small.
Culture change is Challenge for anyone. Third, Fourth and fifth are key ones. Thanks
Article can impact across many environments. Our values in education will not change from respect, honesty, safety, accountability and the like. But the culture of the environment is ever changing, and this article’s focus on story telling could help with that change. We are always looking for better ways to address the effectiveness of customer service. Thank you for your unique approach.
We have been on the journey of changing our culture for the past 5 years. While we have made good progress, Covid slowed us down. We have been building new stories and actively have been promoting them division-wide. One of the most difficult areas we have been changing is tenured employees who cannot let go of the previous culture, which was negative and toxic. I would to read more by Jay Barney and am sure would gain useful information/tools from his book. Thank you for this timely (for us) Leadership Freak!!! As always, a good read!!
Building a new culture should not demonize the existing culture. There is always something that was useful and valuable in it to bring the organization to the level it is now…
Story telling is a great way to lead change. I’ve done this on a small scale and am intrigued by the idea of using it to lead in culture change.
Storytelling is a great way to influence culture change.
Culture is everything. It takes time and effort, great tips on where to begin!
…seems like #6, the story cascade, really becomes the metric of how effectively #1 through #5 were implemented. Until rank & file create new stories, it’s just the leader preaching about culture & strategy.
Interesting topic. I would love to learn more!
Stories sell….and making people part of the stories creates buy in.
Your staff must feel empowered to participate in the change efforts. If everything continues to be ‘top-down’ they will only do what they’re told and expected to be buy in. However, if they’re opinions and input are sought, the change can be more successful.
The “story cascade” is critical to ensure all employees feel bought in – culture change won’t happen just by the top handing it down. It needs to be woven into the fabric of every employee’s role in order to be successful.
I would love to know more about this method of changing and building culture! Awesome topic!!
Culture change from top to down make organization to be successful as all staff will embrace the change for the success story of all. Please I love a copy of the book.
In a world where technological advancements occur at a dizzying pace, culture takes on a longer yet foundational cycle of change. It’s a longer cycle, but has also increased in frequency: it’s not uncommon today for culture change to occur every 3-5 years or less, in fast moving industries, it’s fast become mainstream component of strategy, IMHO. Meanwhile, how would culture change be measured for success?
It has always amazed me how some organizations hold old on to a self-defeating story while other embrace a glorious one.
I’ve always liked the phrase “Culture eats strategy for breakfast” and this article has 6 simple, yet powerful steps to introduce a new culture so that what is built…values, authenticity, engagement strengthen an organization.
We have begun to rebuild our culture. Unfortunately, we were thrown a curve ball yesterday that makes us all worried about the future. We can’t go backwards.
We are working on building a new culture now. This post is so timely. Looking forward to reading the book
I love the idea of it being being conscious of making it “theatrical,” or at least, memorable. Stories only get retold if they stick in people’s mind. Even when something is “cheesy” and staff poke fun at it, they are repeating it over and over, and soon it becomes a part of the culture.
Changing culture is difficult, especially when an organization has long-term employees. But “walking the walk,” especially as a long-term leader in my organization, helps make employees see that change is not something to fear, whether it is cultural or procedural. Very timely article!
I would like to unpack the “story cascade” concept. What might some specific examples be? Thank you.
In! Sounds like it will be a great read!
Love the “6 Things”! Stories teach us how to be human. We can all relate to stories, even if—or perhaps ESPECIALLY if—they’re someone else’s story. Stories are influential. They’re applicable and practical (what we do, not just what we think). They embody and personify values and morals, rather than than just preach them or give them lip service. I look forward to getting a copy of this book. Thanks for putting this together!
Me. Me? ME! I would love a copy! Thanks much!
I’d love a copy!
2. is poorly worded. You need not be the “star of your stories” (way to egocentric) but you must extensively and consistently model the values and behaviors that build the desired culture. You must live your stories
I would love a copy of this book as I am starting a new role and this would be very appreciated.
Building a culture of engagement and where everyone does their best work is so important. We are blending 2 cultures together due to a recent acquisition. It has been very painful because Leadership seems to be on opposite ends of the spectrum. We have introduced a Toolkit and our “combined company” values to our people but they don’t see that it is being “lived”. They just see things being taken away (that were offered by the prior owners) and no focus being put on them. I’d love to share Jay’s book with my CHRO so we can brainstorm ideas to move us forward positively.
In my organization we have been working on culture intentionally for many years. We are starting to see the pendulum swing. It is not an overnight fix to truly experience change in a real way.
New stories….focus on the current and not the past.
We are in desperate need of understanding the strategies it takes to build and rebuild a thriving organizational culture. Our President of 30 years just retired and we have a new leader who is 180 his opposite. It’s been a bit of a culture shock for sure… I’m hoping we can find a way to salvage what works and learn to adapt to her new style so that we can continue to do great work together.
As a Talent & Culture Manager, I am a believer that culture matters. And culture is built. Would love a copy!
I appreciate this article and would love a copy of the book.
Great way to utilize story telling and fulfill change in culture. Great way to implement the change.
It all starts with leadership and a desire to work hard to cultivate positive change.
As a Gen X Emergency Services Dispatcher, I’ve observed how culture change has evolved in my Center. I’d love a copy of this book; I love learning how I can be part of a solution to culture change, and not a hold out for the (bad) “good old days”!
This comment hits home for me- “they must be true to your personal values. Your employees can smell your hypocrisy from miles away, and won’t enroll in your culture-change process if it is not authentic.”
Ultimately the culture is only as good as the leadership allows it to be. After 25 years in leadership, the one thing all leaders need to understand is “Culture Eats Strategy for Breakfast.” As leaders, we must lead the culture, and live the culture- you can’t fool people.
I’ve found culture emerges from outcomes (achieved and not achieved.) When it comes to “you have to star in the stories you build” – I believe the opposite is needed: Those you serve/lead need to be the stars (and focus) and not the leader.
So tough to change culture.
Memorable stories are so important, agreed, no better way to change a culture.
Thanks!
Culture is so important, yet difficult to grow. It seems to be continuously evolving. Any tips on building a strong culture are always welcome.
Often, it is not a case of coming up with new values, but rather dusting off existing values, perhaps reshaping them, in any case re-contextualising them, so they are as meaningful and as resonant as the day they came into being.
And while good stories are vital, they are only part of the story. Stress-testing values by using them to resolve challenging issues, internalises the stories and shows values in action.
Thanks for yet another post designed to stretch thinking.
Thanks for a fantastic leadership article. Sounds like inserting a new mental software through stories. You have provided a useful language to what I am currently trying to do with rural communities. I am working with oral communities where most of the existing mental frameworks emerge through facilitated dialogue. A copy of the book will really advance my work in amazing ways.
I don’t post much but this one struck me. Much of my 34-year career was spent opening new distribution centers and fixing broken ones. While opening them well from the start is always easier than fixing them, both involve massive culture-setting dynamics. This post brought back a lot of memories from my days of flying (and moving!) all around the country to fix broken operations. For the most part, the broken operations were just a symptom of the broken cultures….and in every broken culture there is an ugly story lingering, either perceived or real. You have to overcome those ugly stories with new ones. I think all 6 steps are valid and wisely articulated.
One thing I learned along the way was that trust is ALWAYS an issue when changing culture. As the leader driving the change, you HAVE to give trust when you know many do not trust you, and some may work against you. You have to learn to be OK with this emotionally. If you can’t, you are not the person to change the culture. Maybe you’re a great and supporting actor, but not the star. I’ve learned that by creating memorable moments (or stories) that create an opportunity for the team to pivot towards you (and the new culture you stand for) can be powerful…even if in the moment they are still questioning your leadership. It takes time, and eventually, people will come around (at least most of them).
Feeling like change is the only constant lately. The question is how to keep your org feeling centered through the change. Building stories that are personal and highlight change in a way that is impactful is definitely necessary to stay connected. Would love to read more on this topic.
I’ve been at my company for 24 years and it feels like we are always changing “culture” every 3-4 years! This is very helpful in how to think about managing through that change.
Culture building is so important yet so misunderstood. This is good information for any acting or aspiring leader, because culture building and change never stops and everyone participates in it, consciously or not!
Aw, man, how I would love to read this book! My company did this new rebranding thing a year or so ago. It didn’t work but I doubt they know why – they broke the rule #1 listed above “First—they must be true to your personal values. Your employees can smell your hypocrisy from miles away, and won’t enroll in your culture-change process if it is not authentic.”
While our organization’s culture has always been important to me, it has been elevated to passion level post COVID. What worked before no longer does and evolution is very much needed. The line that most resonated with me is “invite your employees to co-create this new culture with you.” Buy-in and ownership are necessary for success–on any initiative.
Great Post!
Often the positive stories are held back by the good employees who have been bulldozed into silence. Part of my addressing the culture is trying to deal with the problem people that the other employees had been hoping management would deal with.
Such a great and important topic! Thanks for this.
Question for anyone: what do you think about the plusses and minuses of explicitly stating you are working on a culture change? I’m torn because on the one hand, saying it makes your intentions clear, and clear intentions help people meet those intentions. But on the other hand, there are some (maybe many) who won’t be able to see that in anything but a negative “condemning” light no matter how much you frame it. Any opinions?
This author seems to have embraced the ancient wisdom of storytelling to strengthen and develop organizations, not unlike indigenous tribes that created connection through stores. I’d love to learn more!
Having been a part of an large organization that made a culture change, it was instrumental to have leadership buy-in and incorporate the new values into the performance plans and for each employee so they understand how they were expected to demonstrate these values. Creating rubrics made these more tangible. Always looking to learn more on these topics. Thanks!
“You are not single-handedly building a new culture. You are building stories that invite your employees to co-create this new culture with you.” I look forward to reading more!
Love the idea of a story cascade and would like to learn more about that and how to do it well with ensuring we stay true to the culture we desire.
Thanks for sharing a great strategy for improving organizational culture. I suggest stories that get to the heart of why the organization exists, how it came to be, why it is still needed, and getting staff to share why they are part of the organization. I work with leaders in early care and education and would love a copy of the book to help inform my work.
Culture change has to be built on trust that permeates through the entire organization. Those at all levels have to believe their thoughts and recommendations are being heard and taken into consideration to make the processes more efficient. In addition, the need and desire for culture change has to start at the highest levels in the organization so everyone understands it has the support of upper management. My last comment is that management has to behave in a manner that is consistent with the culture change the organization desires to achieve. Otherwise, it’s an exercise in futility and the current culture will remain or get worse.
Love it!!
Changing culture is like doing a U turn in an aircraft carrier…it happens slowly & you must have patience. Our org is in the middle of a U turn & I’m working to come up with ways to get folks to tie a knot & hang on until the turn is complete.
Any & all advice on this subject is welcomed.
Would love to learn!! Please send me a copy.
Totally agree. I think story telling is a great method to gain trust and share your experiences in an authentic manner with your teams.
I have been on the congress and leadership circuit recently discussing the cultural shifts that need to be in place to secure truly committed operational changes in life sciences organizations.
Fortunately, as a human advocate, policy expert, scientist driven by data, and care provide, I am passionately and personally challenged by the leaders that must demonstrate the cultural behaviors essential to turn the ship of operational implementation required for true health equity, access and inclusion for all. Inno
I love the culture of the place I work currently. We have some mighty big leadership changes, multiple ones at the executive level, over the next few years and I have a lot of concern about how that will transform our culture. I know there’s no way to prevent it from changing (and that’s okay) but how can we craft it to still be a positive culture?
I would love to learn more on how to change culture. So far, the only way I have seen culture change is by replacing the people, which is most unfortunate.
The fifth thing to remember, about theatrical, is intriguing to me. Finding a way to “stage” the change in culture with intention; put it up on the “big screen” so people want to join in a sing. I really like the thought of this to bring people along on the new adventure. Thank you for helping me think of it this way!
This sounds like such an interesting read.
Thank you for your guidance and messages! I do not have any eloquent message to beg for a copy of this book, but I can assure you I NEED it. 🙂
I agree with this completley – “You have to star in the stories you build. Your commitment to culture change is enhanced when you engage in actions that build culture-changing stories.”
I think that leaders should be apart of the plan and be active in the plan.
Thanks for making this availible to other
Such a great article!
And it’s so true… if we could just change the stories we tell others and ourselves, so much would change.
Thank you for your book giveaways
Thanks for this blog post today. I am working with a team that has worked together for more than 10 years. Changing the culture has been pushing the rock up the hill, but this post has provided some new inspiration for change!
We’re in the process of trying to rebuild an old culture, not a new one… I’m hopeful this book can help. Please enter me in the book lotto drawing. 😁
Creating new stories reflecting the cultural change you aspired to is a great idea!
Interested in learning more!
Typically, if you are building a ‘new’ culture, then there is something not right with the old one. Story-telling is great, but you need to do it from the middle and not from the top. Rebuild your relationships and create that important culture of trust and transparency, then you can continue to lead by example. Long gone are the days of “do as I say, not as I do”. Your relationships will drive the culture shift/change in the direction you would like to go.
I agree with all six suggestions especially the part about staying true to your values.
It is the water that gets in the boat and not the water surrounding the boat that will sink it………….
“You are not single-handedly building a new culture. You are building stories that invite your employees to co-create this new culture with you.” I love this because of the emphasis on giving others ownership of the initiative. If your staff doesn’t buy in from the get-go, you’re sunk.
Working in higher education in Germany, the topic of this post struck me. Changing culture is hard, and probably even harder in universities and alike. This is true for my own universities, but also those I give workshops in digital accessibility for.
I would be very grateful to receive an electronic copy of your book for inspiration!
I’m sort of in the initial phases of a culture change that should help us complete projects on time, or at least come close. There seems to be an issue with falling off the track grabbing at all the “shiny things” that have potential. The next 6 to 8 months will be interesting as it seems I’ve been able to get those most responsible for ensuring timeliness on board. Fingers crossed. I’d like to leave them in a better place when I finally do retire.
The story concept makes sense as every employee in an organization “plays a part” in creating culture, simply by interacting, collaborating, and serving others.
I would like a copy of your book. Here at my organization we are implementing our EDI and Belonging . This would be a great help with this journey that we are encamping upon. Thank you
I love the second point – it speaks of “show me” don’t “tell me”.
I would love to read this book. About 7 years ago the former administration changed our logo/culture/values as a team. Since then we have had turnover in staff, younger staff and clients, and different goals. Is it time to reset our culture/values as a team to match our different generation of staff and clients?
Culture is the foundation of any business and while it does not always need a complete overhaul, it can always evolve. This sounds like a very interesting read.
Great article.
Storytelling is a powerful way to relate values and beliefs to our peers. It also allows people to reflect, review, and connect to us and themselves. When we connect we have a greater chance of changing our culture and moving our organization forward.
I work in education and our team is going through many changes. This is exactly the kind of work we want to engage in at this time.
Congratulations on your new book! This looks like a useful parable read with salient suggestions integrated into the content.
If am going through this with our EDU team now. These ideas look great. We need to really focus on breaking with the past.
I would like to read this book to not only educate myself but share thoughts with coworkers.
Interesting way of approaching the idea of cultural change – I wonder how a leader would better engage someone in the story, if they don’t see the current culture as necessarily needing to change? Good performer, solid member of the team, but in their “story,” they don’t share the changes or are concerned it would impact their performance or storyline as they see it…
Looking for top ways to approach. Hopefully not to late for book entry!