- The organizational culture can’t be changed, but instead the true values can be rediscovered. The main structure of the organization and its values are the elements that sustain the development. In a crisis, the leader will always come back to these values and plan the next winning strategy.
“Collectively, these values give direction, guidance and are rich source of ideas and new ways of doing things. So, we do not need to boil the ocean, just discover what drives and inspires the business and its people to adopt new ways of doing things and developing new behaviors.” (You Can’t Make A Baby In A Month By Getting 9 Women Pregnant)
- The success of BPM implementation depends on the organizational culture. When searching for the perfect business solution for the organization, the leaders must make a readiness assessment of the organization. According to BPM Change: How a Company Can Prepare article, "…the readiness assessment is looking for four things:
- gaps between management's perceptions about the culture and employees' perception of the culture;
- gaps between the stated vision and values of the organization and how business is actually executed;
- gaps between the current culture and the desired elements of the new culture;
- the degree of flexibility, adaptability, and innovation in the organization.
A change-readiness assessment should examine 10 individual cultural elements: Project KPIs, Risk tolerance, Decision-making, Organizational structure or hierarchy, Flexibility and innovation, Change history, Processes and function, Communication, Competitive awareness and Rewards.”
- The result will show if the culture is capable of withstanding and supporting the change. The adoption of tools such as BPM is the following step after the organization culture analysis.
The companies that are most likely to succeed in the alignment of the BPM with the leaders’ vision and the culture have the following characteristics:
“1. Their leadership team is committed and is open to change.
2. Their culture rewards experimentation, flexibility, and innovation.
3. They promote independent decision-making and have strong, well-defined communication channels.
4. They routinely accept shared accountability and collaboration. And managers and employees are consistent in their interpretation of the organization's vision and values.”