Professional Documents
Culture Documents
Change Models
Culture Change Mechanisms
(Schein Model)
Midlife Turnaround
Destruction
& Rebirth
Founding
• Incremental change through general & specific evolution
& Early
• Insight
Growth
• Promotion of hybrids within the culture
2
Conditions for Transformational
Change
1. Principle 1: Survival anxiety or guilt must be greater than learning
anxiety
2. Principle 2: Learning anxiety must be reduced rather than
increasing survival anxiety
3. Principle 3: The change goal must be defined concretely in terms
of the specific problem you are trying to fix, not as “culture
change.”
4. Principle 4: Old cultural elements can be destroyed by eliminating
the people who “carry” those elements, but new cultural elements
can only be learned if the new behavior leads to success and
satisfaction
5. Principle 5: Culture change is always transformative change that
requires a period of unlearning that is psychologically painful
Culture Change
6
5
4 Determine
3 Reach what
2 Reach consensus on changes will
1 consensus on the desired and will not
Determine the current future mean
Reach what changes culture culture
Reach consensus on will and will
consensus on the desired not mean
the current future culture
culture
Culture Change
Other Models
Lewin’s Three-Stage Process of Change
Why Organizations Resist Change
Source: Beer, M., Eisenstat, R.A. and Spector, B. (1993) Why change programs don’t produce change, IN
Mabey, C. and Mayon-White, B. (eds) Managing Change, London, P.C.P.
Kotter’s Theory of Change
Possible Ways of Dealing with
Resistance (Kotter & Schlesinger)
1. Education & communication
2. Participation & involvement
3. Facilitation & support
4. Negotiation & agreement
5. Manipulation & co-optation
6. Explicit and implicit coercion