The culture transformation process is an intentional initiative to realign and shift workplace values and organizational standards to support a positive, inclusive, and high-performing work environment. The igniter of this process is the awareness of the overt and covert challenges within the current culture that impede the ability to accomplish the purpose and vision of the organization. Until the barriers are identified and addressed, employees' confidence and self-empowerment wanes, and inclusion and belonging efforts are not apparent or fall flat. This process is not only intentional but requires persistence and patience as it is not an overnight pursuit.

When C-suite executives and leaders take note and commit to evolving into a better culture through a focused strategy for organizational change, the culture transformation process begins. This effort involves evaluating the organization's historic and current context to determine the attitudes and behaviors that determine the running threads and trends within the internal fabric. This process takes courage and confidence in your DEI strategy partner because there will be an unveiling of what may be undermining the growth you desire to see.

Commitment is what will make the difference in the results the transformation yields. At KEIRUS BY KJE, we strongly believe the culture transformation process is not cookie-cutter and should reflect the individual organization as an integral part of their branding.

Critical Steps to the Transformative Culture Process

1. Creating Awareness to identify the areas of improvement, including strengths and weaknesses of the culture and the desired change that needs to emerge at all employee levels. An organization must ask, "How important are our values and are we committed to living up to who we say we desire to be?"
2. Collecting Data as a method to review and understand the criticalness of the analytics to the current progress while monitoring efforts through reporting and assessments. Healthy data is becoming more imperative in the culture transformation process. McKinsey We help our clients in this area to significantly prevent overwhelm.
3. Challenging Limited Mindsets to encourage diverse thought and remove the blinders blocking the reality that we all have the power to change and embrace new ideas. As a firm, we can see and identify our clients’ blind spots and help them
4. identify their unproductive mindsets and processes and how they inevitably impact their culture.
5. Changing Behavior by engaging hearts, heads and hands to move forward to the next level of inclusion instead of remaining stagnant in areas hindering diversity, equity, and belonging within the organization.
6. Consistent Feedback and Commitment is necessary to provide updates on where you are now in the process as opposed to where you used to be. The executive team must continually evaluate the efforts made to foster equity and equality. Sticking with organizational beliefs is extremely important with one caveat: the values and vision should differentiate you from competitors. McKinsey

The culture transformation process flows from self-awareness and understanding why the organization needs to change. What will the benefits be, and how will transformation increase productivity and profitability?

The evolution happens over time and with a caring approach, the organization can transition into one where employees feel they belong and can contribute as their authentic selves.

If you would like to hear more from our Leadership Team on our Transformative Culture Process, tune into our podcast, 24KEIRUS this month as we share more in depth about our culture transformation philosophy and passion.