{"id":31347,"date":"2015-05-01T09:14:36","date_gmt":"2015-05-01T16:14:36","guid":{"rendered":"https:\/\/www.smartrecruiters.com\/blog\/?p=31347"},"modified":"2017-10-17T13:20:07","modified_gmt":"2017-10-17T20:20:07","slug":"infographic-the-iceberg-of-organizational-culture-change","status":"publish","type":"post","link":"https:\/\/www.smartrecruiters.com\/blog\/infographic-the-iceberg-of-organizational-culture-change\/","title":{"rendered":"The Iceberg of Organizational Culture Change (Infographic)"},"content":{"rendered":"

87% of today\u2019s leaders around the world cite culture and employee engagement as one of their top organizational challenges. This is according to a recent report from Deloitte<\/a>, who interviewed over 3,300 executives and HR leaders in 106 countries.<\/p>\n

The data in this and other large-scale studies weave together an alarming trend around today\u2019s changing corporate landscape: Changing demands of the emerging workforce<\/a> and looming leadership development challenges are growing risks for business today.<\/p>\n

Organizations must find ways to change and adapt to the changing needs of their stakeholders in order to maintain high performance.<\/p>\n

Organizational culture change at any scale can be challenging. And in order to overcome challenges like these, we often have to start diving into the depths the organization and figure out what is truly driving the culture.<\/p>\n

But, what does that mean to you as a leader?<\/p>\n

As Deloitte\u2019s study highlights; many business leaders know the importance of organizational culture, but most still don\u2019t grasp what really defines their culture to begin with, or how it connects to performance.<\/p>\n

You can\u2019t change what you don\u2019t understand. If you\u2019re unable to understand what drives your organization\u2019s culture, how can you possibly begin to change it?<\/p>\n

The Iceberg of Organizational Culture Change<\/h2>\n

Most people think of culture as the visible values and behaviors within an organization; shaped by employee perks and benefits, the office policies and environment, and the corporate brand and values.<\/p>\n

These are all part of your culture, but like an iceberg, the majority of what drives the behaviors within your organization is unseen and largely inaccessible, far below the surface of what anyone in your company consciously thinks about.<\/p>\n

\u201cThe way things get done around here\u201d is our favorite catchall definition of organizational culture. We see it in the stories<\/a> employees\u00a0tell about the organization, the conversations they have with each other, and the way they go about their daily work.<\/p>\n

But, these visible indicators are only part of the story.<\/p>\n


\"the
<\/a><\/p>\n

How to See Below the Surface<\/h2>\n

The following are some indicators that the area below the water line of your organization isn\u2019t doing you any favors:<\/p>\n

Visible and Tangible Indicators<\/strong><\/p>\n