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Project Laneways Focuses on Best Practice to Measure Cultural Change

Announcement posted by Project Laneways 24 Apr 2017

Project Laneways, the change management experts, is focusing on cultural change. As part of their change management programme the company is discussing why cultural change is necessary and practical tools to measure it. With real life Australian examples, the programme provides businesses ways to identify change and measure the impact of organisational change.

 

The company offers highly accredited change management training, agile project management courses and PRINCE2 certification programmes to Australian business professionals. These courses outline the theoretical background to change management and provide further explanation of these steps along with examples and templates of the tools and strategies. Project Laneways believes a good change management plan ensures that the new system will be used effectively and enthusiastically.

 

Leaders often ask questions such as ‘How does one measure success in cultural change?’ ‘Are there practical tools to do this?’ This requires measuring pre-defined patterns of behaviour and assessing their impact on the business. There are various ways to measure change. They include self-assessment, opinion of others, business indicators and financial metrics.     

 

Self-assessment forms the first level of metrics. It includes the use of employee surveys that ask them to evaluate their own behaviour. Self-assessment as a tool helps individual employees gain insight into their personal growth, their work style and promotes an understanding of how to work productively in an organisation.

 

The second level of metrics concerns getting the opinion of others. An employee opinion survey is one of the tools that can be used to measure the impact of the cultural change in an organisation. Similarly there can be surveys of customers, members of the community or other stakeholders. These surveys help measure how the values and behaviour of the organisation is perceived by them.

 

The third level of metrics to measure cultural change is the use of business indicators. Business indicators such as quality metric and repeat business are also linked to an organisation’s target culture.

 

The fourth level of metrics is financial metrics. There are many factors that impact this and it can be harder to isolate the direct culture link.

 

Measuring change in culture programmes looks at its outputs, its impacts and the outcomes. This addresses questions like, “Is the programme on track? Is it achieving what it set out to do? What is the impact of the change culture on the business?

 

The Project Laneways office at Melbourne can be reached for clarifications or queries by calling 03 9038 9236. The office in Sydney can be contacted by calling 02 8212 3978.

 

To check out the change management courses of Project Laneways:

https://www.project-laneways.com.au/certification-courses/change-management