Culture as itself is a strategy.[1] Creating a culture of growth and empowerment ensures the successful execution of a growth strategy that is adaptive in a world full of new challenges.

Challenges in leading culture change

“84 percent said that the organization’s culture was critical to the success of change management, and 64 percent saw it as more critical than strategy or operating model.”[2]

Organisational change interventions (including culture change) have had a poor track record (70% of all change attempts fails to deliver the desired outcomes”).[3]

Unable to shake free from fixed mindset to a growth mindset to face and adapt to the fast-changing pace of technology (both enabling and disruptive) in our volatile, uncertain, complex and ambiguous world.

There are two major stumbling blocks in leading culture transformation

There is a lack of integral (holistic) structured process for leading change management process.

Most challenging of all, leaders and managers find it hard to address the deeper levels of the human experience to unlock and harness their full potential; “… more than 60% of change projects are people relate … they “stumble on … trying to transform employees’ attitudes and management behavior.”[4]

A new approach – Full Potential Culture Transformation Process (FPCTP)

Table 1 below outlines the stages in the Full Potential Culture Transformation Process that is enabled by a new tool called the Human Potential Assessment Tool (or Methodology) that in drives a System Thinking Change Process[5] to create a culture of growth and empowerment that in turn energises all employees to learn and perform at their full creative potential.

Figure 1 – Full Potential Culture Transforming Process (FPCTP)

Overview of the 4 Stages for Leading Full Potential Culture Transformation Process (FPCTP)

Setting the stage before CTP:

Getting ready. Find a leader (sponsor) with enough authority to support the culture change. Identify and select other motivated culture change agents tasked with driving the change to achieve desired outcomes.

Debrief and understand clearly what the company’s Vision, Values and strategic goals are; know what are the desired company-level strategic goals are, and translate it to specific outcomes for your group. 

Conduct the Human Potential Assessment involving the culture change team or the selected group. A report is created and we can begin the 4-stage FPCTP as outlined below in Table 1.

Table 1 – Approach and methodology – Full Potential Culture Transforming Process (FPCTP)

Applications and benefits examples

Table 2 – Examples of applications and benefits of our Full Potential Culture Transformation Process

Conclusion – This is a truly unique systematic and practical culture transformation process that accelerate and unleash the full Human experience, talents and capabilities to enable extraordinary breakthroughs in the company’s performance and creativity; scalable for very small to very large groups in the organisation.

[1] Adapted from Kegan/Lahey – Everyone Culture

[2] Survey by Katzenbach Center - quoted in a Strategy + Business Article; June 6, 2014

[3] McKinsey & Company research – 2010

[4] Kotter 1995, McKinsey 2002 & 2008, and Prosci 2005, 2009

[5] David P Stroh – System Thinking for Social Change