A common misconception is that evaluating the impact of a culture change initiative is best done when it’s completed, not in the middle of implementation.
But we believe this prevalent belief needs to be challenged, because evaluation isn’t as simple as a box you can check at the end of the initiative. Leadership culture change is about beliefs, assumptions, and attitudes — and changing these things isn’t easy or fast.
Strategically collecting, analyzing, and using data along the way can tell you whether your initiatives are successful and provide insights that can make your efforts more effective. Thinking about measurement early on in the change process helps you to clarify your goals and align with other stakeholders about what’s really important. Using data to gain insights throughout the process can shift beliefs and practices — and lead to real, long-lasting organizational change.
That’s why we recommend moving from a mindset of measuring results to ongoing evaluation. Make learning integral to the change process. Think about the impact desired and what you want to achieve early, and use data to drive insights throughout the change process.
The most effective culture change evaluations require planning before the initiative even begins. In our research, we discuss 5 key points to consider when planning to evaluate your initiative:
- The big questions to ask
- The mindset shifts that are needed
- What you should measure
- How and when to measure
- How you’ll use the results
While you could skip ongoing measurement of a culture change initiative, ultimate outcomes are likely to be less positive and impactful. Download the full white paper for more advice on how to measure your leadership culture initiative.