‘Culture doesn’t change that much’.

Once an Executive team has decided on the need for an organisational restructure and the need to change, they often cascade this down to organisational levels below to execute and move on to the next priority. Good practice would suggest they take on the role of sponsor and are front and centre in delivering key messages and the rationale for change.

Seth Godin recently posted that ‘Culture doesn’t change that much’.

Elements of human culture have been around for 100,000 years, and it persists. In fact, its persistence is a key attribute of why it works.

But if we think about the last ten years, and particularly the last 2 years the culture has changed dramatically. We have been disrupted by shifts that are faster and more widespread than anyone can recall.

Think about this: The combination of media, illness, technology and climate have made each week different from the one that came before.

Even early adopters and anyone who is glued to social media have becomee fatigued in the face of so much information coming so often.

For anyone who wishes or is hardwired to have things stay the same this is challenging times!

Change is going to happen whether we asked for it or not. Wishing and insisting won’t get us back to a world that’s static. And the arguing and endless conversations (the way we choose to react) to changes in culture do little to change the forces that are shaping the future (ours and others).

How we choose to respond to change is generally all we have control over.

The way we choose to respond can help or hinder the next wave of change and culture.