Changing the culture of a workplace takes a long time.
At the root of any significant change is behaviour
The concept of behaviour change feels more relevant to the world of work now than it has ever been done before. Against a backdrop of conflicting pressures, staff behaviours can mean the difference between success and failure for a school or a business.
Step 1: Clarify Mission, Values, and Vision
When everyone agrees on the “what,” the “how,” and the “where,” you gain a checklist with which you can filter all future words and actions. Without this consensus, anything goes. Get clear about norms, roles, rules, and boundaries.
Step 2: Identify a small set of non-negotiable behaviours
Create a set of non-negotiable and negotiables in all important areas; classroom environment, communication with parents/customers, code of conduct, and planning….
Step3: Endorse Respectful Differences of Opinion
The richness of difference should be built into the norms. If everyone agrees to act like mature and responsible adults, constructive conflict has the potential to fuel exciting growth.
Step 4: Embrace Shared Accountability
Even if some members of the team can self-police their words and actions, a referee is often needed to remind those who slip that we all agreed to a respectful set of norms. Call yourself out when you say or do something that hurts the culture. Call your teammates out when you see it in others. Whether by accident or intent, ignoring regression sanctions the return to previously broken ways.
Step 5: Practice New Behaviors Collaboratively
Every time a collaboration that models agreed-upon values takes place, a new root is sent down to anchor the organization. While initial efforts might begin awkwardly, repetition eventually makes respectful interchange normal.
Step 6: Celebrate Evidence of Change
Tell stories of success. Begin each staff meeting with a moment for the mission, celebrate three successes and share what went well, and describe an exchange with a staff member or a parent that illuminates the school’s/organisation's mission, values, and vision. Make it real by recognising what has changed and rewarding courageous behaviour.
Do the same in assemblies and in conversations with pupils.
Avoid complacency. Improvement never means a job is complete. All relationships, teams, Schools and organisations cycle through phases of growth. The successful elevation of a workplace culture creates a platform for the next level.
Go from good to great. Move from great to greater. The cycle only ends when the team chooses to stop adapting.