The case for cultural change in organisations
In today’s rapidly changing world, organisational culture is more critical than ever. It drives how companies innovate, engage employees, and adapt to challenges. Yet many organisations stumble during culture change, often because they treat it as a linear process with predictable outcomes. In reality, culture is complex and emergent, influenced by many factors. A sensemaking approach—where organisations focus on understanding and navigating complexity—can help leaders avoid common mistakes and create a lasting impact.
Here are 12 common mistakes organisations make during culture change, and how you can avoid them by embracing a sensemaking mindset:
1. Lack of clear vision and strategy
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- Mistake: Starting without a clear roadmap leaves employees confused and disengaged.
- Solution: Use sensemaking to craft a dynamic vision that can evolve as new insights emerge. Rather than rigidly sticking to a plan, leaders can adapt as the culture change process unfolds, acknowledging that clarity emerges over time through dialogue and reflection.
2. Not engaging leadership
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- Mistake: If leaders aren’t actively involved, the change loses momentum and credibility.
- Solution: Leaders must be visible and involved in making sense of the change alongside employees. This means not just talking about the new culture but living it and constantly seeking feedback to ensure alignment.
3. Top-Down approach with no employee buy-in
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- Mistake: Imposing change from the top without involving employees creates resistance.
- Solution: Culture isn’t something that can be dictated — it’s co-created. Sensemaking encourages engaging employees in open dialogue, allowing them to make sense of the changes in their own context. This helps create shared meaning and increases buy-in.
4. Focusing on short-term wins without long-term sustainability
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- Mistake: Quick wins may give the appearance of progress but often lead to shallow changes that don’t last.
- Solution: Instead of focusing on immediate results, sensemaking emphasises understanding the deeper patterns and forces at play. Sustainable change comes from addressing root causes, which can only be identified through a long-term perspective.
5. Ignoring existing cultural strengths
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- Mistake: Overhauling culture without recognising what’s already working leads to unnecessary disruption.
- Solution: Sensemaking requires looking at the culture holistically. By understanding the existing strengths and building on them, you honour the past while moving forward. This creates a smoother transition and helps maintain organisational coherence.
6. Overlooking communication
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- Mistake: Failing to communicate the purpose, benefits, and process of change results in confusion and scepticism.
- Solution: Sensemaking thrives on constant communication. Leaders should foster an environment of transparent, ongoing conversations where employees can voice concerns and gain clarity, helping to weave new narratives into the existing cultural fabric.
7. Underestimating resistance to change
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- Mistake: Assuming change will be easy leads to frustration when resistance surfaces.
- Solution: Resistance is a natural part of change, and sensemaking helps leaders frame it as an opportunity to explore underlying tensions. Rather than forcing compliance, encourage dialogue to understand what’s driving the resistance and how it can inform better decisions.
8. Not aligning systems and processes with the new culture
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- Mistake: Keeping old systems in place undermines the new culture and creates a disconnect.
- Solution: Through sensemaking, leaders can regularly assess whether systems and processes are aligned with the evolving culture. Flexibility is key — adjust systems as the new culture takes shape, ensuring they reinforce the desired behaviours and values.=
9. Failing to measure and monitor progress
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- Mistake: Without tracking progress, it’s hard to know whether the culture change is working.
- Solution: Sensemaking encourages using both quantitative and qualitative metrics. Beyond numbers, look for shifts in language, behaviours, and attitudes. This helps leaders understand the subtler aspects of cultural change and adjust course when needed.
10. Expecting immediate results
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- Mistake: Rushing culture change often leads to frustration when results don’t materialise quickly.
- Solution: Culture is emergent and nonlinear. Sensemaking helps leaders accept that results will unfold over time. By focusing on the process and being open to continuous learning, the organisation is better equipped to stay the course and achieve deeper, more meaningful results.
11. Not addressing subcultures
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- Mistake: Treating the organisation as a monolithic entity ignores the presence of subcultures.
- Solution: Sensemaking allows leaders to engage with subcultures, understanding their unique perspectives and values. By embracing these differences, organisations can create a more inclusive and adaptive culture that reflects the diversity within the company.
12. Neglecting employee well-being
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- Mistake: Overlooking the emotional and mental impact of change can lead to burnout and disengagement.
- Solution: Sensemaking puts human experience at the centre of culture change. Leaders need to actively listen to employees, recognising their concerns and providing the support needed to help them navigate the uncertainty of change.
The role of Sensemaking in modern culture change
In today’s unpredictable world, traditional approaches to culture change often fall short. Sensemaking offers a more nuanced way to navigate the complexity of organisational transformation. By focusing on continuous learning, engagement, and adaptability, organisations can avoid common pitfalls and create a culture that is not only sustainable but also resilient in the face of change.
As you embark on your culture change journey, remember that success isn’t about following a predetermined plan — it’s about making sense of the shifting dynamics, empowering your people, and staying open to new possibilities as they emerge.
