Organizational culture is powerful — the best leaders know how to make use of it.
The success of any transformation effort depends on whether and how leaders engage their culture. Culture, however, is different from other business topics: it is implicit rather than explicit, emotional rather than rational — that’s what makes it so hard to work with, but that’s also what makes it so powerful.
Bestselling author Jon Katzenbach and coauthors James Thomas and Gretchen Anderson, have written a practical guide to working with culture and tapping into a source of catalytic change within your organization.
“This book describes the practice of culture change in personal detail and highlights through a composite story how the culture change process itself is a multi-faceted adventure, not the imposition of a few steps from a generic change model.”
Edgar H. Schein
Professor Emeritus, MIT Sloan School of Management, Author with Peter Schein of the 5th Edition of Organizational Culture and Leadership and Humble Leadership
“Katzenbach, Anderson, and Thomas expertly outline how to manage organizational culture as a critical asset in practical and actionable terms. Their decades of experience in advising leading organizations shines here as a pragmatic, optimistic guide to management.”
US Chairman and Senior Partner at PwC
“As a student of habit creation, I loved the The Critical Few. It guides leaders to follow a discipline of simplicity, to be deliberate and purposeful, and to focus on what matters. Best of all, it encourages leaders at all levels to close the book, engage in real conversations, and build teams that matter .”
Author of bestsellers The Power of Habit and Smarter Faster Better
Energize your company’s culture by choosing what really matters
The Critical Few lays out the Katzenbach Center's methodology for identifying and using your culture's four most critical elements:
Authentic informal leaders
Characteristics of how people behave; the “family resemblance” at the heart of any organization.
Patterns of how individuals spend time, make decisions, and perform their jobs; what people tend to "do" day to day.
Authentic informal leaders
People at all level with a high degree of “emotional intuition” or social connectedness, and powerful influence on others.
Integrated, thoughtful measures to track progress, encourage the self-reinforcing cycle of true, lasting change and link to business performance.
The Critical Few: Energize Your Company’s Culture by Choosing What Really Matters
Now more than ever, workplace culture can’t go undervalued. In the Global Culture Survey 2018 by The Katzenbach Center, researching more than 2,000 people in 50 countries, a whopping 80% of respondents say their organization’s culture must evolve in the next five years for their company to succeed, grow, and retain the best people. This is up from 51% in 2013.
A growing number of C-suite and board members view culture as a critical strategic topic: in fact, 71% say culture is an important topic on their agenda, a notable jump from 64% in 2013. And 65% of all respondents say that culture is more important to performance than an organization’s strategy or operating model. But for the influence of culture to translate into real business results, culture, strategy and operations must be aligned.
There’s a notable difference between how leaders view their culture, and how their people see it. This gap speaks to the perpetual challenge facing every leadership team: translating high aspirations for culture into day-to-day actions, and bringing others on board.
Fortunately, it’s possible to close this gap. With a deeper understanding of their company’s culture and the day-to-day behaviors that shape it, leaders can find new opportunities to achieve their business goals — and new allies to help drive the effort.
With a network of practitioners advising across multiple industries, geographies, and client situations, The Katzenbach Center’s Community of Practice guides clients as they tap the power of their cultures and unlock the wisdom of teams to foster performance. Have a pressing question about culture in your organization?