{"id":69343,"date":"2023-01-09T02:00:00","date_gmt":"2023-01-09T02:00:00","guid":{"rendered":"https:\/\/www.talogy.com\/?p=69343"},"modified":"2025-11-07T16:43:29","modified_gmt":"2025-11-07T16:43:29","slug":"3-ways-to-create-a-company-culture-that-adapts-through-change","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-gb\/blog\/3-ways-to-create-a-company-culture-that-adapts-through-change\/","title":{"rendered":"3 ways to create a company culture that adapts through change"},"content":{"rendered":"\n

Your organisation\u2019s ability to adapt through change is deeply tied to your company culture. As one CEO puts it, \u201cWhen I\u2019ve seen organisational agility plans fail, it\u2019s because businesses believed there was an end date to the project or that it was separate from other company initiatives, including culture. Quite the contrary. It should live on as a part of your company\u2019s culture, evolving as you, and your team, do.\u201d1<\/sup> <\/p>\n\n\n\n

Let\u2019s look at three ways you can enhance your company culture to empower your organisation to adapt as needed so you can stay competitive and embrace a brighter future.<\/p>\n\n\n\n

1. Emphasise trust and transparency<\/h2>\n\n\n\n

Our research found<\/a> that transparency and communication are key components of an organisation that successfully adapts to change. Specifically, in these organisations, \u201cCommunication is transparent, clear and instils a sense of purpose. It is important that employees trust what is being said and that communication keeps them focused on the organisation\u2019s core objectives.\u201d <\/p>\n\n\n\n

Trust isn\u2019t something you can manufacture overnight. It requires a positive track record from managers and coworkers that makes people feel supported and understood by those they work with. In other words, your people need to feel like a team and like their teammates and the organisation as a whole have their back. This naturally lends itself to a more trusting environment. <\/p>\n\n\n\n

When employees trust each other and their leaders, they\u2019re more likely to buy in when the organisation attempts to adapt<\/a>. Employees are also more likely to embrace change when they\u2019re given space and a listening ear to share their concerns, suggestions, and thoughts. Keeping the lines of communication open can help you avoid employees becoming disgruntled and resisting change.<\/p>\n\n\n\n

2. Help employees develop their agility<\/h2>\n\n\n\n

Organisations are made up of individuals, so if you want to achieve a particular organisational culture, it must involve fostering the right qualities and values within your individual employees. If you want to build a culture that embraces and adapts to change, you need to encourage agility<\/a> among your employees. <\/p>\n\n\n\n

The first step is understanding how agile your employees are currently. There are ways to help employees gauge their own agility, one of which is to have them take an assessment<\/a>. Then, they can work independently and with their leaders to develop certain agility-related skills and attitudes, such as optimism, ingenuity, and emotion regulation. <\/p>\n\n\n\n

The benefits of developing your employees\u2019 agility<\/a> are extensive. In addition to contributing to an overall culture that adapts through change, research shows that workforce agility offers a multitude of positive work outcomes for employees.2<\/sup> Agility is positively related to innovative performance, organisational citisenship behaviour, job satisfaction, and well-being. Agile employees are also less likely to report job exhaustion. <\/p>\n\n\n\n

Learn more:<\/strong>How to counter employee burnout through resilience<\/a><\/p>\n\n\n\n

3. Ensure leaders set the tone<\/h2>\n\n\n\n

According to our research, strong leadership<\/a> is another crucial characteristic of an organisation that successfully adapts to change. That comes as no surprise since leaders play a key role in shaping the culture of their organisations. <\/p>\n\n\n\n

One of the main ways leaders influence culture is by modelling behaviours and attitudes they want to see from their employees. Of course, to be positive role models, leaders must themselves be willing to embrace and adapt to change. So, while you\u2019re looking ahead to helping your employees embrace the right culture, don\u2019t neglect your leaders. <\/p>\n\n\n\n

Now is the time to ensure your leaders understand the culture you want to achieve and to invest in their development to ensure they\u2019re well positioned to actively promote that culture. For some leaders, this may mean helping them adapt their leadership style to be more people-centred<\/a>, for example. A leader who makes their employees feel appreciated and heard is more likely to positively influence the culture of their team. Leaders must also maintain a growth mindset so they\u2019re open to change. <\/p>\n\n\n\n

Sources<\/strong><\/p>\n\n\n\n

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  1. https:\/\/www.forbes.com\/sites\/forbesbusinesscouncil\/2022\/07\/13\/cultures-role-in-organizational-agility\/?sh=7ec35a478343<\/a><\/li>\n\n\n\n
  2. https:\/\/www.ncbi.nlm.nih.gov\/pmc\/articles\/PMC8992541\/<\/a><\/li>\n<\/ol>\n\n\n\n
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    Empowering leaders to drive future-proof culture change<\/h2>\n\n\n\n

    Are your managers leading the way to positive culture change?<\/h3>\n\n\n\n

    Realising organisational culture change is no easy task, but it\u2019s essential for organisations that need to embrace more future-proof attitudes and values. <\/p>\n\n\n\n

    Changing your culture involves changing the hearts and minds of your people. Leaders can play a powerful role in informing, inspiring, and enabling their employees to contribute to positive change. <\/p>\n\n\n\n

    In our eBook, we answer questions like: <\/p>\n\n\n\n