Nurturing a strong organisational culture is more important than ever, but we have a tendency to overcomplicate it.  So if you’re feeling overwhelmed at the thought of nudging behavioural shifts across hundreds of people, you’re not alone.

Where do you start? What should come first? And how do you ensure that culture change doesn’t get lost in the shuffle of other priorities?

Ever started out on a long and complicated journey by taking multiple steps all at once?  Of course you haven’t.  You started one step at a time – culture change is no different.  A common mistake is trying to focus on too many things at once, but applying a laser focus on one behaviour at a time is often the best way to make change that is meaningful and that becomes embedded.

Why Culture Matters

Culture matters because a strong culture that aligns with your business vision, and that your people experience as real will drive your organisational success.  If everyone is working in a way that supports this alignment, there is greater clarity and people are more engaged, productive and loyal.

Engaged employees are committed to their work and the organisation’s success. They are also much more likely to go above and beyond, to innovate, and to represent the company in positive terms.  However, for this to happen, culture must be authentic, consistent, and aligned with business goals. When the culture is in sync with these elements, people feel supported, valued, and motivated.

The challenge lies in how to build and sustain this culture—without overcomplicating the process.

Focus on One Behavioural Shift at a Time

One of the most common mistakes companies make when trying to change their culture is attempting to tackle too many things at once. In the rush to implement broad cultural shifts, leaders often end up spreading themselves thin and failing to make meaningful progress.

Instead, focus relentlessly on one behavioural shift at a time. Pick one specific change that will have the greatest impact on your business goals, and channel your energy into making that change happen. Once that shift is ingrained in the company’s DNA, move on to the next one.

For example, if you want to promote a more collaborative culture, focus on specific behaviours that support collaboration, such as encouraging cross-functional meetings or breaking down silos between departments. Trying to overhaul multiple aspects of your culture—like collaboration, transparency, and innovation—all at once will only confuse your teams and dilute your efforts.

By keeping the focus narrow, you create a clear path forward, allowing everyone to understand exactly what’s expected of them. This helps avoid culture change fatigue and ensures that the first shift sticks before you ask for more.

5 Tips to Get Started

1. Choose One Focus Area for Change

Instead of trying to change everything at once, choose one specific behaviour or habit to focus on. This could be something like communication, collaboration, or leadership transparency. Once you’ve selected your focus, make sure it’s aligned with your business objectives and is something that will have a clear, positive impact on the company.

Remember: Culture change is a marathon, not a sprint. Be patient and stay focused on one key shift until it becomes ingrained in the daily routines and attitudes of your employees.

2. Lead Authentically and Consistently

Culture change starts with leadership. You absolutely must model the behaviour you want to see in others. If you’re promoting transparency, be transparent yourself in your communication and decision-making. If collaboration is the target, lead by working with others across departments and sharing information freely.

Consistency is essential here. If you’re pushing for change but fail to lead by example, then you won’t be taken seriously and all you’ll get is a knowing look and raised eyebrows.

3. Engage everyone from the Start

For culture change to succeed, teams must feel involved and engaged in what you are trying to do. This doesn’t mean you need to involve everyone in every decision, but you should seek feedback on the shift you’re trying to make. Use a range of methods to gather insights from people about what the current culture is like and how they feel about the change.

When people feel their opinions matter and that the change is for their benefit, they’re more likely to go with it.

4. Align Systems with Desired Behaviours

Your existing systems—such as recruitment, performance reviews, and reward structures—must support the behaviour change you’re trying to make. If you want to promote collaboration, for example, make sure that discussions about performance recognise and/or reward teamwork and cross-functional collaboration. If you’re trying to increase transparency, ensure that communication systems are open and accessible to everyone.

Remember that culture change is more about what you do than what you say.  Take opportunities to reinforce the behaviours you want to see.

5. Measure Progress and Celebrate Wins

Tracking progress is critical to ensuring that culture change is progressing as you intend. Establish success measures that are easy to understand and directly connected to the change you’re trying to implement. For example, if your focus is on improving communication, track employee feedback on clarity and openness of communication, or monitor participation rates in meetings and initiatives.

Remember to celebrate milestones along the way. Recognise people who are showcasing the behaviours you want to encourage. These celebrations reinforce the desired changes and maintain momentum.

Final Thoughts

Culture change isn’t a quick fix, but it also doesn’t have to be complex or overwhelming. By focusing on one behavioural shift at a time, you can create lasting change that leads to increased engagement, stronger teams, and better overall performance. Remember, it’s about building momentum through small, consistent changes—not trying to solve everything all at once.

Leadership is the key to success in this journey. Stay focused, lead by example, and engage everyone early. Start with one step at a time, and you’ll lay the foundation for a thriving culture that drives the success of your business for years to come.

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