Changing Cultures

Change is tough. Whether in personal, professional, or organisational contexts, it often feels daunting to step away from the familiar and walk into the unknown. But here’s the fascinating part: people are more willing to embrace change when they’re reminded of what will stay the same. By offering a vision for continuity alongside a vision for change, resistance can transform into acceptance. 

What is Culture, and Why Does It Resist Change?

Culture is shared. It’s implicit, ingrained, and often invisible. What makes culture so binding is also what makes it difficult to change. This concept was explained perfectly in a Harvard Business Review article that said, “Culture is not about the questions asked; it’s about the questions not even considered.” 

Take a moment to reflect on that. What’s silent, habitual, and unquestioned in your organisation? What governs operations, yet remains unspoken about? These are the cultural elements that can serve as both a strength and a barrier. 

From centuries-old examples like French knights during the Battle of Crécy to recent concerns in professions like journalism, we see a recurring pattern. Change usually begins when the current system is no longer sustainable. It often takes failure, crushing mistakes, or even defeat to shine a spotlight on what isn’t working. However, the instinctive reaction in moments of crisis is often to cling to tradition, doubling down on established methods regardless of their shortcomings. 

Balancing Change with Continuity 

Here lies the paradox of changing cultures in organisations. People gravitate towards familiarity, especially when the stakes are high. This is why the most successful change initiatives don’t focus solely on what’s new; they acknowledge and respect what will remain. 

Think of it this way: Change is a bridge. It connects two places, but it isn’t built in a vacuum. Even as we cross over to “what’s next,” the foundations of that bridge are grounded in the current landscape. Offering reassurance about what stays the same provides the stability people need to willingly take the first steps.

Practical Applications for Provider Organisations 

For provider organisations working with client-focused teams, this balance between change and continuity is essential. When introducing new systems, onboarding procedures, or compliance measures, consider these strategies:

• Acknowledge the Familiar: Show appreciation for current practices that have worked effectively. This reinforces an emotional connection and prevents change from feeling like a dismissal of efforts.

• Communicate the Vision Clearly: Beyond explaining what’s changing, outline the aspects of the organisation or team dynamic that will stay consistent. For example, if improving compliance checks, reassure staff that shared values of hiring transparency and fairness remain unchanged.

• Learn from the Past: Use past mistakes or challenges as pivotal learning opportunities. Acknowledge them openly to create a constructive space for growth. 

Culture and Time 

Lastly, remember that true cultural change requires time and patience. Shifting what’s deeply ingrained takes energy and consistent effort. This applies not only to organisations but to us as individuals too. It’s easy to look at the mistakes of others from a distance and think, “Why didn’t they adapt?” But as we grow older and more immersed in our own lives and careers, it’s worth asking ourselves the same question. 

When faced with change, we often have that internal tug of hesitation. It’s human nature to cling to what we know. Yet, just as a stagnant culture can inhibit growth, so too can personal resistance to new ideas. 

What You Can Do 

As leaders and team members, take the time to truly reflect on your organisation’s culture. What should remain untouched, preserved as a touchstone of identity? And what aspects hinder progress and growth? The willingness to ask these questions, and to listen to the answers, lays the foundation for effective transformation. 

Changing culture is no small task, but with the right balance of stability and adaptation, harmonious growth is achievable. 

At its heart, change isn’t about leaving everything behind; it’s about building on the continuity that already exists. Change reimagines what works while ensuring the core remains intact. Is your organisation ready to strike that balance?