The core of the work of Hummingbird is that cultural climate is the key driver of behaviour, expectations, analytic frameworks, and quality of relationship within organisations.

The most important dimension of an organisational culture might be characterised as its “cultural climate”, or, in shorthand, the personality of an organization. The cultures of organizations differ in the way that each person has a different personality, that is, a dynamic pattern of variation in attitude, behaviour, and social interaction that tends to be consistent over long periods. The better you understand the personality of your organization, the better you will be able to respond to the challenges it faces.

To speak of “a cultural climate”, then, is to speak of the dispositional quality of a particular organisational culture, considered in comparison to other organisational cultures or to other times or places within the same organisation. In colloquial terms, the cultural climate of an organisation here means, “what has tended to happen, what tends to happen, and what will tend to happen in a particular organisation (specified by location(s) over a designated time).

“Culture change” is the process of actively intervening to change the cultural climate of an organisation, and supporting that process by way of due diligence, due patience, and due care. To effect a dispositional shift in the cultural climate of an organisation takes time. It also takes sensitive leadership. Until the cultural climate, the personality, of the organisation changes, nothing substantially changes.

The notion of change can be thrown around meaninglessly so that change becomes a welcome, unconditional good, and eternally necessary. Sometimes the term is used as if change is something other than that which ordinarily happens – change becomes rare and difficult to achieve, making it the sacred preserve of the creative few. In the other extreme, change can be considered ever-present, constant flux inescapable; life becomes so saturated with change and impermanence that little we can do truly makes a difference. Change becomes more meaningful when it is thought of as ordinary, possible, and available in everything we do.

Culture change is one of the more radical approaches you can choose to change your organization. Culture change involves identifying, evaluating, and actively changing the personality or personality traits of your organisation so that they better suit the aims, aspirations, and potential of your company, and so they better support the potential and possibilities of everyone in the organisation. At its best, organisational culture change positively affects productivity, innovation, sustainability, and emotional health simultaneously.

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