How to Set the Stage for a Change in Organizational Culture

Managing change is the most important thing for organizations to keep their existence. I found that it is not an easy one. There are many questions to answer in this process. When we start the change? What will we change? Should we change everything or only a part of the culture? If only a part of the culture, which one we will change? Who will arrange this process? And how the process will be done? Which process we prefer? The top-down or the bottom-up approach. And also the most important issue, why we have to change? Without knowing and realizing why we have to change, this process will become another nonsense process. Every element of the organization must be realized that the time for changing has come, so they will support the process. The top management level should play the main role and give a total commitment.

In my company, State-own Electric Company Indonesia (PLN), I don’t see a significant change in our organizational culture and behavior. We have a new corporate culture but it doesn’t work. I think because most of the employees feel that we don’t have to change, we don’t know the effect of this change for us, and also there is no significant commitment from top management. We run out time, I just afraid that when the time for change has come, and when we have no other options except to change, it is already too late to perform a smooth cultural change.