{"id":442,"date":"2018-08-12T23:48:48","date_gmt":"2018-08-13T03:48:48","guid":{"rendered":"http:\/\/happiness.mighty-little-websites.com\/?page_id=442"},"modified":"2024-01-13T15:54:49","modified_gmt":"2024-01-13T20:54:49","slug":"rapid-culture-assimilation","status":"publish","type":"page","link":"https:\/\/theexecutivehappinesscoach.com\/rapid-culture-assimilation\/","title":{"rendered":"Rapid Culture Assimilation\u2122"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">Stop trying to be NICE about culture shift.<\/h2>\n\n\n\n<p>Slow and gentle can work \u2026 eventually.&nbsp;But think about it: Wading slowly into the shallow end of a pool merely extends the pain of getting in the water.<\/p>\n\n\n\n<p><strong>Instead of being nice, we invite you to be CLEAR<\/strong> about where you are going.&nbsp;Invite everyone into the conversation, and create a common language and set of expectations that will have everyone on your team excited about \u2013 and committed to \u2013 a new future.<\/p>\n\n\n\n<p>When you quickly pull everyone into the deeper end of the pool, you save time and money, get your team bonded and working together faster, and move the organization where it needs to be ahead of schedule \u2013 all with less pain!<\/p>\n\n\n\n<p><strong>Rapid Culture Assimilation\u2122 will help you and your team live your new vision sooner, faster, and deeper.<br>\n<\/strong><\/p>\n\n\n\n<p>This immersion approach to organizational culture shift can cut many months off a typical 18-24-month implementation timeline AND help address the toughest aspect of change \u2013 how people behave.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Rapid Culture Assimilation\u2122, The Executive Happiness Coach\u00ae\" width=\"1200\" height=\"675\" src=\"https:\/\/www.youtube.com\/embed\/Da-cQxwX7nM?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"gb-headline gb-headline-063afc41 gb-headline-text\">What are YOUR catalysts for organizational shift?<\/h2>\n\n\n\n<p>Merger? Acquisition? New leader with a new vision? Reorganization? New software? Competitive pressure? Customer dissatisfaction? Implementing Lean\/Six Sigma? Financial difficulties? A new direction for the organization? Globalization?<\/p>\n\n\n\n<p>The plans for change usually look great on paper.&nbsp;Yet, a large percentage of changes fail to deliver on the promise.<\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-ab887120 gb-headline-text\">Let&#8217;s speak the TRUTH about why so many change initiatives fail:<\/h3>\n\n\n\n<ul>\n<li><strong>People resist change! <\/strong>Change initiatives rarely bog down due to a \u201cbad idea.\u201d Humans are programmed for stability \u2013 so we resist learning and shun commitment. If your people aren&#8217;t involved in designing the change, you won&#8217;t have their commitment &#8230; and nothing happens.<\/li>\n\n\n\n<li><strong>Change creates uncertainty.<\/strong>\u2028 Unless one makes a living as an adventure guide, there is a big part of each of us that needs Tomorrow to look like Today, to look like Yesterday. We want to know where to sit and what to do. Once a change is declared imminent, we get anxious! The longer the period of uncertainty, the more insecure we feel, and the more likely we are to disengage or even leave the organization &#8230; which necessitates a further change in plans, which adds time \u2026 and on and on.<\/li>\n<\/ul>\n\n\n\n<p><strong>The biggest breakdown in culture shift often occurs here.&nbsp;<\/strong>To avoid making mistakes or making waves, many organizations shift into &#8220;study mode&#8221; \u2013 evaluating the current systems and people, conducting gap analyses, etc., allowing them to hide behind the <em>perception<\/em> of activity. But let&#8217;s face it: Everyone already knows what\u2019s not working.<\/p>\n\n\n\n<p><strong>What\u2019s really needed is a leader who has the courage and the tenacity to stick to the change decision and move the organization quickly through the period of uncertainty. But &#8230;<\/strong><\/p>\n\n\n\n<ul>\n<li><strong>Organizational inertia is powerful.\u2028<\/strong>The Titanic did not hit an iceberg because people did not see it or failed to understand what it was. They collided because it takes a long time to course-correct something that big with one person working a single rudder. <em>Change will not happen if you are the only person pulling for the change.<\/em><\/li>\n\n\n\n<li><strong>Everyone sees the world differently.\u2028 <\/strong>Each of us has a slightly different set of work\/life experiences through which we filter all communication; even when you work hard to deliver a consistent message, people will hear it differently than you intend.&nbsp; For example, words you might choose for their positive meaning can actually create negative reactions in someone else.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"gb-headline gb-headline-f42cdd14 gb-headline-text\">What do you REALLY want from a successful change initiative?<\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignright\"><a href=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/6-in-corp-lobby-south-amer-1200-px.jpeg\"><img decoding=\"async\" width=\"300\" height=\"155\" src=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/6-in-corp-lobby-south-amer-1200-px-e1536285978162-300x155.jpeg\" alt=\"\" class=\"wp-image-527\" srcset=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/6-in-corp-lobby-south-amer-1200-px-e1536285978162-300x155.jpeg 300w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/6-in-corp-lobby-south-amer-1200-px-e1536285978162-768x398.jpeg 768w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/6-in-corp-lobby-south-amer-1200-px-e1536285978162-1024x530.jpeg 1024w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/6-in-corp-lobby-south-amer-1200-px-e1536285978162-100x52.jpeg 100w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/6-in-corp-lobby-south-amer-1200-px-e1536285978162-944x489.jpeg 944w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/6-in-corp-lobby-south-amer-1200-px-e1536285978162.jpeg 1083w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a><\/figure><\/div>\n\n\n<p>When you consider where you and the organization will be after the change is complete, you probably get excited about moving forward. You&#8217;re hoping that:<\/p>\n\n\n\n<ul>\n<li>Everyone cares as deeply as you do, and the new vision is clear and universally supported.<\/li>\n\n\n\n<li>Conversations change! They turn to \u201cwhat is required to make this happen?\u201d The air crackles with possibility.<\/li>\n\n\n\n<li>New behaviors, new terminology, and new priorities easily become the norm, while outmoded habits disappear.<\/li>\n\n\n\n<li>People easily shift to new processes without downtime or loss of quality or service.<\/li>\n\n\n\n<li>Employees feel connected.&nbsp;No one leaves, because they are happy with the new order.<\/li>\n\n\n\n<li>New outcomes are observable immediately.&nbsp;Productivity and creativity soar, costs manage themselves, the P&amp;L improves, customers beg for more, and you have to hire more people to staff your rapid growth.<\/li>\n<\/ul>\n\n\n\n<p><strong><em>Sound like a fantasy world?<\/em> Maybe. Yet these can be real outcomes when you make Conversation as important as Implementation. <\/strong><\/p>\n\n\n\n<h2 class=\"gb-headline gb-headline-9d7eafc2 gb-headline-text\">The solution? Rapid Culture Assimilation.<\/h2>\n\n\n\n<p>This multi-phase process dramatically accelerates the shift necessary to support the success of four common organizational changes:<\/p>\n\n\n\n<ul>\n<li><strong><a href=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/black-and-white-conference-room-digital-nomad-1181400-e1537486486989.jpg\"><img decoding=\"async\" class=\"alignright wp-image-3620\" src=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/black-and-white-conference-room-digital-nomad-1181400-e1537486486989-300x172.jpg\" alt=\"\" width=\"424\" height=\"243\" srcset=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/black-and-white-conference-room-digital-nomad-1181400-e1537486486989-300x172.jpg 300w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/black-and-white-conference-room-digital-nomad-1181400-e1537486486989-768x439.jpg 768w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/black-and-white-conference-room-digital-nomad-1181400-e1537486486989-1024x586.jpg 1024w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/black-and-white-conference-room-digital-nomad-1181400-e1537486486989-100x57.jpg 100w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/black-and-white-conference-room-digital-nomad-1181400-e1537486486989-944x540.jpg 944w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/black-and-white-conference-room-digital-nomad-1181400-e1537486486989.jpg 1400w\" sizes=\"(max-width: 424px) 100vw, 424px\" \/><\/a>Culture<\/strong>&nbsp;(the system of shared meaning; how we do things here)<\/li>\n\n\n\n<li><strong>Technology<\/strong>&nbsp;(what supports how work gets done)<\/li>\n\n\n\n<li><strong>Structure<\/strong>&nbsp;(how people and work are organized)<\/li>\n\n\n\n<li><strong>Process&nbsp;<\/strong>(the work itself)<br>\n&#8230; and often several of these&nbsp;are intertwined.<\/li>\n<\/ul>\n\n\n\n<p>Rapid Culture Assimilation engages every member of the organization&nbsp;in a conversation to understand what you expect of THEM, and seeks to enroll them in the changes. <strong>This means leaders can shift from&nbsp;pushing&nbsp;change from above to&nbsp;collaborating with their people to accomplish and be accountable for it together.<\/strong><\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-4ec31515 gb-headline-text\">What&#8217;s the Secret to Success?<\/h3>\n\n\n\n<p>Rapid Culture Assimilation succeeds on a foundation of four Building Blocks: <strong>Clarity, Conversation, Commitment, Coaching and Accountability.<\/strong><\/p>\n\n\n\n<p><a href=\"https:\/\/theexecutivehappinesscoach.com\/2018\/10\/secret-to-success-of-rca-process\/\" target=\"_blank\" rel=\"noopener\">Read more about the Four Building Blocks here<\/a><\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-d4dc8c6e gb-headline-text\">Are there other benefits from the RCA process?<\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignright\"><a href=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/women-linedance-856px-tight.jpeg\"><img decoding=\"async\" width=\"300\" height=\"203\" src=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/women-linedance-856px-tight-300x203.jpeg\" alt=\"\" class=\"wp-image-3591\" srcset=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/women-linedance-856px-tight-300x203.jpeg 300w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/women-linedance-856px-tight-768x519.jpeg 768w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/women-linedance-856px-tight-100x68.jpeg 100w, https:\/\/theexecutivehappinesscoach.com\/files\/2018\/09\/women-linedance-856px-tight.jpeg 856w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a><\/figure><\/div>\n\n\n<p>When you engage the four building blocks, you and your organization can expect significant, positive benefits, including:<\/p>\n\n\n\n<ul>\n<li>Greater clarity around expectations and non-negotiable values.<\/li>\n\n\n\n<li>Development of a&nbsp;Common Language&nbsp;around the elements of the new culture, which might include communication, decision-making, managing people and work, and the very concept of change.<\/li>\n\n\n\n<li>Identification of what must change&nbsp;(e.g. leadership behaviors, communication processes) to meet the new expectations.<\/li>\n\n\n\n<li>A personalized commitment&nbsp; \u2013 from every person at every level \u2013 for making such changes.<\/li>\n\n\n\n<li>Faster implementation&nbsp;of the new organization structure, language, processes and methodologies, and\/or culture.<\/li>\n\n\n\n<li>Improved productivity and a&nbsp;reduction in undesirable turnover, as your teams move more quickly from a distracted \u201cwhat\u2019s my future?\u201d state to feeling focused and committed.<\/li>\n\n\n\n<li>An outside partner&nbsp;to the top leader(s) and Human Resources, who will provide objectivity, ask the tough questions, help get to the core of issues, and hold them accountable to do what they say they want to do.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"gb-headline gb-headline-6b74fbc9 gb-headline-text\">What&#8217;s the origin of RCA?<\/h3>\n\n\n\n<p><strong>I developed this process in the 1990s after being recruited as Chief Change Agent\/HR Director for a national insurance company<\/strong>&nbsp;with multiple regional offices and a new CEO who needed to fast-forward the company\u2019s culture 25 years\u2026 &#8220;NOW&#8221;. This process helped us replace a long-entrenched entitlement culture with a more entrepreneurial, metrics-driven one in just six months. We suffered minimal turnover, and were able to return the organization to profitability ahead of the initial goal established by our investors. I have since helped a dozen companies or divisions navigate the process, with similar outcomes.<\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-920a1357 gb-headline-text\">How Does It Work?<\/h3>\n\n\n\n<p><strong>Rapid Culture Assimilation is a guided process<\/strong>&nbsp;that takes a leader\u2019s articulated vision for the culture of an organization and moves it from their head onto paper and then embeds it in the language and behavior of the people in that organization.<\/p>\n\n\n\n<p>On a high level, it works like this:<\/p>\n\n\n\n<h3 class=\"gb-headline gb-headline-ada614de gb-headline-text\">Rapid Culture Assimilation Process Flow<\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignright\"><a href=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/10\/rcaflowchart.gif\"><img decoding=\"async\" width=\"400\" height=\"300\" src=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/10\/rcaflowchart.gif\" alt=\"\" class=\"wp-image-5394\"\/><\/a><\/figure><\/div>\n\n\n<p><strong>1. Clarity<br>\n<\/strong>We work with the top leader(s) to co-<strong>create a&nbsp;powerful and concise document<\/strong>&nbsp;that will serve as the foundation and the catalyst for the assimilation conversations.<\/p>\n\n\n\n<p><strong>2. Conversation<\/strong><br>\nWe create a series of&nbsp;<strong>facilitated conversations\/retreats<\/strong>, cascading down and throughout the organization, bringing people at all levels together to examine, challenge, and refine a new \u201ccommon language\u201d of culture, including new behavioral and work expectations.<\/p>\n\n\n\n<p><strong>3. Commitment<\/strong><br>\nEvery conversation\/retreat will wrap with a commitment exercise in which participants personally reflect on what they will do (or stop doing) to support the change. They put that commitment in writing.<\/p>\n\n\n\n<p><strong>4. Coaching and Creating Accountability<\/strong><br>\nOver the next year, I support the senior leader in a <strong>1:1 executive coaching relationship<\/strong>, and the leadership team in a <strong>group coaching process<\/strong>&nbsp;to support them in leading and modeling the new culture.<br>\nIn addition, <strong>we follow-up on the Individual Commitments<\/strong> made by all participants,&nbsp;administer cultural pulse surveys, and facilitate regular group conversations where participants check in and renew\/recalibrate those commitments.<\/p>\n\n\n\n<h2 class=\"gb-headline gb-headline-f51aefe6 gb-headline-text\">Is Rapid Culture Assimilation a solution for YOU?<\/h2>\n\n\n\n<p><strong>The ideal client for RCA is a CEO, C-level manager, or leader of a discrete organizational unit. Past clients included:<\/strong><\/p>\n\n\n\n<ul>\n<li>The new President of a regional service firm who wanted to shift the culture to focus on service.<\/li>\n\n\n\n<li>CEO of a $2B east-coast insurance company merging with a sister company in the Midwest who needed to complete the integration process within six months.<\/li>\n\n\n\n<li>The new CIO of a 2,000 person F500 IT division who sought to transition from a culture of \u201crogue tribes&#8221; to operating off a common platform and mindset.<\/li>\n\n\n\n<li>An Operations SVP moving to a flatter, team-based organization that required everyone be actively engaged in Creative Destruction for the sake of the organization\u2019s survival \u2013 even as they knew that 2\/3 of their jobs would not exist once the evolution was complete.<\/li>\n\n\n\n<li>The Director of a Creative Division seeking to overhaul a decades-old structure and mindset to increase creative output.<\/li>\n<\/ul>\n\n\n\n<p><strong>The RCA process is most effective in situations where the leader-in-charge (possibly you, the person reading this page)&nbsp;<\/strong>has declared a new future for the organization, has a desire to move rapidly through the period of change and uncertainty, and seeks to retain as many of their people as possible.<\/p>\n\n\n\n<p>The ideal RCA client is willing to invest more time Now to engage people, with the understanding that investment will pay off in faster implementation, deeper commitment to the new reality, and higher levels of performance.<\/p>\n\n\n\n<p><strong>RCA is not appropriate for those who prefer to ram through changes<\/strong>&nbsp;from a &#8220;because I said so&#8221; mindset, or for those who consider major employee turnover to be a &#8220;necessary cost&#8221; of change.<\/p>\n\n\n\n<p><strong>The RCA process has proven to work even when these &#8220;complications&#8221; exist:<\/strong><\/p>\n\n\n\n<ul>\n<li>Staff and\/or leaders work in virtual teams across multiple states\/countries.<\/li>\n\n\n\n<li>Key stakeholders are resisting the change(s).<\/li>\n\n\n\n<li>The final implementation threatens jobs.<\/li>\n\n\n\n<li>And even when the leader-in-charge is still unclear about the change (the first step in the RCA process is creating that clarity!)<\/li>\n<\/ul>\n\n\n\n<h2 class=\"gb-headline gb-headline-896a7108 gb-headline-text\">Ready to take the next step?<\/h2>\n\n\n\n<p>If at this point you are curious about how the Rapid Culture Assimilation process can help your organization create real change, real fast, <strong>I invite you to contact me for a complimentary RCA Strategy Session.<\/strong><\/p>\n\n\n\n<p>The conversation will take about an hour by phone.&nbsp;<strong>We\u2019ll explore what changes you want to create for your organization,<\/strong>&nbsp;the core message you want everyone to \u201cget\u201d, and whether this customized assimilation program may be of help or not. Whatever the outcome, you will leave the conversation with more clarity about the issues you are facing and excited about what is possible.<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/theexecutivehappinesscoach.com\/contact\/\">Contact me<\/a>&nbsp;<\/strong>today to book a Rapid Culture Assimilation\u2122 Strategy Session \u2013 I am Happy to speak with you.<\/p>\n\n\n\n<p>In Happiness,<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/theexecutivehappinesscoach.com\/files\/2018\/08\/signature.gif\" alt=\"\"\/><\/figure>\n\n\n\n<p>Jim Smith, PCC<\/p>\n\n\n\n<p><em>Rapid Culture Assimilation\u2122 is an unique offering from The Executive Happiness Coach\u00ae.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Stop trying to be NICE about culture shift. Slow and gentle can work \u2026 eventually.&nbsp;But think about it: Wading slowly into the shallow end of a pool merely extends the pain of getting in the water. Instead of being nice, we invite you to be CLEAR about where you are going.&nbsp;Invite everyone into the conversation, &#8230; <a title=\"Rapid Culture Assimilation\u2122\" class=\"read-more\" href=\"https:\/\/theexecutivehappinesscoach.com\/rapid-culture-assimilation\/\" aria-label=\"Read more about Rapid Culture Assimilation\u2122\">Read more<\/a><\/p>\n","protected":false},"author":5789,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Rapid Culture Assimilation\u2122 - The Executive Happiness Coach\u00ae<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/theexecutivehappinesscoach.com\/rapid-culture-assimilation\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Rapid Culture Assimilation\u2122 - The Executive Happiness Coach\u00ae\" \/>\n<meta property=\"og:description\" content=\"Stop trying to be NICE about culture shift. Slow and gentle can work \u2026 eventually.&nbsp;But think about it: Wading slowly into the shallow end of a pool merely extends the pain of getting in the water. Instead of being nice, we invite you to be CLEAR about where you are going.&nbsp;Invite everyone into the conversation, ... 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