Want to Build a Stronger, More Resilient Organization? Offer Grace.

We would all like to build a stronger organizations. One that might endure the inevitable fits of change and the challenges of disruption. But, we usually underestimate the amount of time, commitment — and yes — the needed grace needed to do so.

I’ve spent many years as a consultant, listening to symptoms, collecting data and diagnosing organizational issues.

If I have learned one cogent lesson it is this: We can get really lost in the muck. We build compensatory mechanisms to manage the symptoms. We make excuses. We assign a lot of blame. And we stay absolutely stuck. Not because we do not have the skills to change things for the better — but because we are traumatized by the state in which we have found ourselves. Sick organization bring a lot of negativity.

It takes a certain frame of mind to admit that we might have been wrong and that our decisions did not pay off in the way we expected. Yet, beating ourselves to a pulp with anger and angst, will not solve the issue. This rarely offers a fertile ground for forward progress.

If your organization or team has begun (or needs to begin) the change process, take heart — and try remember the following:

1. No one sets out to build a sick culture. I’m going to absolve everyone of their guilt in the name of forward progress. Horrible cultures seem to take on  a life of their own. Time, perspective, and the wrong metrics — often push organizations further down the wrong path — somewhat like a bully that returns each day to steal your lunch money. Remember, no one wanted this to happen. Offer your organization the grace to move on.

2. Letting go of blame can be liberating. When we let go of blame, of silos, of tedious in-fighting — we can really get to the business of changing things. Refocusing the organization is the first step on the road the rehabilitation. Core stability requires that you examine topics such as governance, resources alignment and how you treat your people. Rebuilding your culture starts from the core and moves outward. (Moreover, watch out for negative narratives that derail progress.)

3. Start small and behave differently. The proof is in the pudding as they say — and the best way to improve a sick culture is for it to begin behave differently. If you manage a team or department, make no mistake, it is a living, breathing micro culture. Know that if observed behaviors do not change in line with a desired change, there is little hope of positive momentum.

Change is often about forgiveness and releasing negative narratives.
About re-focusing toward the shared goals.
About resiliency and hope.

Offer the larger organization a chance to be well.
Allow it to move on.
Offer it grace.

Have you ever been involved in an effort to change an unhealthy culture? Was it successful? What were your greatest challenges?

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist and a charter member of the LinkedIn Top Voice Program. Her training series The Core  Masterclass— helps people & organizations build a stronger work life foundation. through the practice of Core Satbility/ Her thoughts on work life have appeared in the Harvard Business Review, Forbes, The BBC, Quartz and The Huffington Post.