I have talked a lot about cultural change in previous blogs and we held our first cultural change steering group a couple of weeks ago which was really positive.
I am very grateful to everyone who has volunteered to be part of this journey and we had a great meeting with a mix of people from services who I feel will be key in championing this change, together with people in positions of influence such as organisational development who can help us change the way we work in support of our approach.
I really enjoyed the meeting and thought there was a real buzz in the room with insightful views and great ideas, and I’m excited about what we can achieve by working together.
Changing culture is sometimes a hard topic to pin down and someone in the group eloquently described culture like clouds not clocks, in that it’s more complex and ever changing than simply putting mechanical parts together.
However, there are examples that help identify the key things we need to pay attention to, in order to really impact on culture. Being clear on our vision and our values and what’s important to us, and then demonstrating that in the way we all act and behave is pretty near the top.
At the meeting we were updated on the cultural audit work that took place earlier this year. The purpose of this work was to establish a baseline of our current culture and what it’s like working in this organisation now, so that we know where to focus work on improvement and can measure whether things are improving.
The audit gathered views from across the organisation at all levels, from information we already know such as staff surveys; and also through some specific staff workshops, staff drop-ins and questionnaires. This feedback is being considered under some important themes, including vision & values, goals and performance, support & compassion, learning & innovation, teamwork, and leadership. You told us what we are doing well, and what we need to work on.
I wanted to share the key headline findings with you, so they are now available on the intranet. Click here to view them. (Please note you have to be on a device connected to our network to view this).
We are listening
Thank you for your feedback. We are listening and this rich information will not go into a black hole. It’s already been shared with the board, together with the findings from the well-led review. But most importantly, it is starting to shape the actions that we need to take as part of our first organisational development plan, a first draft of which was shared with the Board this week.
This is an evolving plan, as cultural change won’t happen overnight. It’s definitely more of a marathon than a sprint! But we will get there together.
Values and behaviours
The cultural steering group will support the Board in overseeing our culture journey but, as importantly, they will lead a number of specific pieces of work such as the on-going development of our values and supporting behaviours framework, which will be one of the key things we start very soon.
We have some great values already that work well in defining the sort of care and relationship we want with people who use our services. But I don’t think they work so well in defining how we treat each other as colleagues and in shaping the sort of environment we would all want to work within. So watch this space for more information on how to be involved in shaping these going forwards.
The most powerful bit of cultural change happens when these values are really clear and well understood and people bring them to life through their everyday behaviour.
In other words, culture does not make people, people make culture.
I know that some people have been frustrated that their comments haven’t been posted or replied to previously. Huge apologies for this, but please note going forward we will be posting comments received and I am now able to directly respond them.