experience positive results in a matter of months, depending on the size of your workforce and the resources you commit. The remarkable improvements in productivity, quality, or efficiency that are characteristic of successful culture change initiatives will validate your decision to champion them. Having said that, culture change is never simple, even if principles and techniques for carrying it out sometimes seem like it. If it were, more companies would succeed, right? The reason the first two myths I mentioned are relevant is because leaders often read articles and blogs suggesting that improving organization performance is as simple as hiring the right people or issuing the correct directives. In them, the authors ignore the hard work of personal change and confronting old attitudes and behaviors. The third myth provides an easy excuse to reluctant leaders who want to remain convinced that change is too hard or not worth the effort. It is also often presented as the basis for acting on the first two “simple” alternatives. nevertheless, the best leaders are not fooled into thinking that they can take the easy way to change. nor do they excuse themselves from the work of creating a better organization 28 HBma BIllIng • maRCH.aPRIl.2014 simply because of the time and effort required. send an email and let me know what you learn from your experiences. I would love to hear from you! Kevin Herring is co-author of Practical Guide for Internal Consultants and president of Ascent Management Consulting. Kevin can be contacted at kevinh@ascentmgt.com. Ascent Management Consulting (www.ascentmgt.com) specializes in performance turnarounds, leadership coaching, and appraisal-less performance management. ©2013 Ascent Management Consulting, Ltd. All Rights Reserved. (Myth-Busting Culture Change continued) To see the latest HBma videos on YouTube, go to www.youtube.com/ HBMAbilling
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