The Web of Cultural Change
17.1 Introduction to the Web
purpose of this chapter is to introduce the Web of Cultural Change. In my prior
Managing Change in Organizations: A Users Guide,
I created an eight-spoke web model that
readers can use to determine change readiness within their company. It is
essentially a radar diagram with eight spokes. Each of these spokes is one of
the eight elements of change. In the appendix of
Successfully Managing Change in
Organizations: A Users Guide
on a disk that comes with the book, there is a survey of four questions for
each of the eight elements. Each question, when answered, adds from 0 to 5
points to the score for that element. Therefore, for each element, you can
conceivably obtain a score of 20 points, assuming that your firm receives the
maximum score for each question. A completed Web of Change diagram for a
typical company looks like Figure 17-1.
score of 20 for any element places it on the outer ring. This is the best score
possible for any element. Lesser scores are relegated to the inner rings with
the lowest score being a 0, placing that element’s score in the center. The
value of this effort is to show the readiness of your company for change.
important aspects are associated with the scoring. First, you want to see high
scores for the elements individually. High scores indicate that the things that
need to be done to prepare for change are in place. Second, you do not want to
see one element score much higher or much lower than the others. Otherwise, the
elements are out of alignment – either positively or negatively. It is far
preferable that all of the elements are relatively equal. In this way, you can
be assured that your progress is being made uniformly across all of the eight
elements of change.
benefit to the web is that elements with low scores can be analyzed in detail,
then actions can be implemented to correct the deficiency. This is not to say
that the web is statistically accurate – it is not. However, it certainly is an
indicator whether something is not right in your company’s world of change
management. In addition, by reviewing the questions and their respective
scores, you can perform an analysis to find out why.
web model in this book is somewhat different. In the Web of Cultural Change, we
are not seeking to understand readiness for change. Presumably you are already
involved or planning to soon be involved in a change effort within you company.
My purpose with the Web of Cultural Change is to assess each of the eight
elements of change relative to the four elements of culture that we have been
discussing throughout this text. If you fail to change the organization’s
culture, then over time any change initiative you put in place will fail. The
Web of Cultural Change will help you identify the areas of weakness with
cultural change just as the Web of Change helps you identify areas where your
change readiness needs improvement.