Each department has its own sub-culture, its own set of rules. Include, not exclude Introducing expanded freedoms or a new set of rules within the corporate setting presents both problems and opportunities. Shifting paradigms takes time. How much time depends upon how well you manage your cultural shift. Employees adapt more swiftly, accept change more readily, if they're involved in the process.
Exclusion is probably the biggest mistake made when the decision to change has been made.
Involvement is restricted to the decision-makers and not inclusive of the very folks who will live within the new boundaries. As with any new model, be it for wild animal parks or a corporate entity, careful orchestration minimizes chaos, conflict and resistance. Each department or working group must provide input from the beginning, through the middle and toward the end of a cultural change. Allowing each subculture to be recognized for its individuality and identifying their needs and expectations will facilitate a far smoother transition into the newly defined corporate culture. Sue Mackey, of The Mackey Group, is a business consultant, columnist and lecturer.