System Design for
Culture Change

There are several mistakes most culture change initiatives make that almost guarantee failure. First, they force it on people, which makes sense if you’re adapting to a law or tax change, but is simply ineffective for culture change. The second is they assume a completely linear process and when the steps go off the rails, the initiative fails.

The Culture Revolution process uses complex-adaptive systems theory to create patterns of divergence and convergence that are directed, yet form organically around that direction. In other words, you gain control by getting clear on intentions and then strategically go out of control to empower your people. Read the Pearson case study to see it in action.


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