Thread by @DellAnnaLuca

💯 Changing cultures requires at least some "touch" – something that can only be delivered close by

Change initiatives that fail to consider this and only focus on what can be delivered "from the distance", such as a Mission & Values statement, fail

1/6

https://twitter.com/markbrooks/status/1341359437810978819?s=20

2/ Employees receive formal communication from top management (eg company-wide presentations) BUT the day-to-day words and actions from their colleagues and direct manager are more frequent and delivered from closer and thus have a much larger influence on behavior.

3/ Just like our circulatory system is fractal (arteries → blood vessels → capillaries) because oxygen can only be exchanged with cells nearby,

A change initiative must answer the question: how will it deliver and reinforce the change FROM CLOSE-BY?

4/ Some answers include:
– Ensuring that managers not only didn't disagree to the Core Values but also actively committed to them
– Training managers not only so that they know and repeat Core Values, but also so that they can demonstrate them from close-by
– …

5/… – Training managers so that their actions, which are observed close-by, do not defeat the change wanted from the top
- Etc.
– And in general, a focus on "regardless of what's communicated from the center, what is communicated from close-by?"

6/ Considering again, as per the first tweet, that communication is not (only) what is included in formal communications but most importantly what is communicated during the day-to-day (which is more frequent and close-by and, therefore, has a larger influence).