High Fidelity Conversations: Nine Elements for Launching Culture Change
These types of conversations are High Fidelity because they provide strength and resonance for the people who engage in them. They’re designed to support the Core Ideology of the organization and especially support the people experiencing the change. LeeAnn describes nine elements important for launching these conversations.
“Waiting until you have created the perfect, most elegant solution keeps you out of today’s game. Launch it!”
High Fidelity Conversations Support Culture Change
Organizations are constantly changing and responding to both external and internal events.
Mergers and acquisitions, disruptive technology, and various economic pressures, like those brought on by the Covid pandemic are prime examples. This year, in addition to facing a pandemic, the US had to deal with hard truths on racial injustice, and the need to address the topic in the workplace was no longer avoidable.
On a previous Podcast episode, How to Talk About Race at Work, Drew Clancy and Lori Bishop shared how they tackled the topic head-on at PCI. They explained why they didn’t wait for the perfect long-term solution to address concerns about race and how they tied the conversations to their values and focus on increasing trust throughout the organization.
Whether your goal is to step fully into conversations about race, or to committing to the successful adaptation of a critical change to your culture, it’s important to provide strength, alignment, and resonance, – or fidelity – for the people who engage in them.
Do you know how to provide the proper framework for these delicate conversations?
This entire episode has been created to guide leaders on how to begin culture change in their organization by following these nine actionable concepts for designing high fidelity conversations.
A Few Elements from the Guide Described in the Episode
05:52 – “Create a vision that everyone can see themselves in. And what that means is, create a compelling future that matters for people. People need to see how the change is going to benefit them and the organization long term.”
07:26 – “And with conversations, that means listening and learning and being open to other points of view.”
10:36 – “Waiting will keep you out of the game today. And you want to balance this immediate action with the longer-term creation of policies and structures that provide resistance-free solutions.”
11:43 – “Naming the effort gives people language for how to refer to the change”.
For more resources highlighted in this audio episode please follow the links below:
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