How to change a culture.
Photo by Pratham Gupta on Unsplash
Article by Angela Cathey
We work with companies to improve their cultures. I’ve noticed this term, “culture” inspires a bit of awe and confusion in both business and behavioral analytic communities.
Business leaders have come to a relative state of agreement that “culture is king” (source unknown) and “culture eats strategy for breakfast. (Peter Drucker)” . There’s less agreement about what culture is and if it is indeed changeable at all.
What is “culture”?
From a behavior analytic perspective, culture isn’t so ambiguous. It’s an emergent quality that arises from the interaction of behaviors. This may sound ambiguous but it makes what business often sees as vital and difficult to change, changeable.
Culture isn’t an amorphous cloud.
It’s the psychological effect of a collection of behaviors. It’s the product of people behaving together or over time (see Houmanfar, Rodrigues, & Ward, 2010) for a more thorough analysis. The import point is – it’s changeable and it’s the product of your interpersonal behavior, biases, policy decisions (laws, strucutres, etc.), and verbal behavior. With everything we do, we show others what we see as important, unimportant, desirable, and undesirable.
It sounds like a lot – but changing a culture is a matter of making different choices. It’s creating an environment that is purposeful, well-designed, and makes the choice to appropriately reinforce or reward what truly ‘matters.’ By looking at the collective behaviors of a culture, a business, and the experiences that relate to them (e.g., psychological safety), we can use behavior analysis to move key switch points and change a culture for the better.
If you’re thinking now, so what’s the answer – what do I do?
1. Start with the realization that the answer is dependent on the problem & desired endpoint. There is no single solution. Thankfully, their are methods and practices that have great evidence supporting them, these include behavior analysis and measurement.
2. With the endpoint you seek in mind, measure actual behavior and how it influences this endpoint.
3. Apply behavior analytic principles to create change and support that change.
4. Continue to measure and apply – real behavior change requires teaching skills to fluency and supporting the use of those skills. It’s not as complicated as it may sound – but it requires real thought and application of science to meet your goal.
What to know more about how to change culture? Contact us for a free consultation.
Houmanfour, R., Rodrigues, N. J., & Ward, T. A. (2010). Emergence and metacontingency: Points of contact and departure. Behavior and Social Issues, 19, 78-103.