More recently, the company made coming into the office optional for all workers to support those who prefer remote work options. What began as a way to help the founders pay rent rapidly became a more affordable and personalized way for vacationers worldwide to stay in new places.ĭuring the pandemic, Airbnb adapted by implementing enhanced cleaning protocols and flexible cancellation policies. Back in 2008, when the financial crisis was at its peak, Airbnb embraced the downturn and revolutionized the hotel industry. Leaders who see change as a chance for progress and growth do better still. It also helps them build the capabilities they’ll need to rise to whatever challenges might lie ahead. Creating a culture of learning keeps teams innovative and agile.
In fact, our research showed this was the number one cultural priority that Most-Admired businesses planned to focus on in the future. One effective way that leading organizations are doing that is by embedding learning and development into their company’s DNA. And they develop agile teams who are ready to embrace culture change, too. Rather than resisting twists and turns in the world, market, or industry, successful leaders embrace them. Even if you’re clear on your culture strategy, the path you follow to deliver it is unlikely to be linear.
The one thing that’s certain about the world is uncertainty. Mindset shift one: from resisting culture change to embracing it Here are three common mindset shifts that successful businesses are making now. So, what mindset shifts should leaders make-and encourage across their business-to transform their company culture for the future? Our MASS model covers the four elements that organizations need to consider for their transformation to hold: mindsets, abilities, structures, and systems. Why? Because it’s easier to transform your organizational culture if your people are motivated to go on that journey with you.
And it’s those mindsets that are crucial for kickstarting culture change. The way covers the structure, systems, and abilities inside your business, while the will focuses on mindsets. When organizations are clear on the culture they want, we always say they need a combination of the will and the way to build it. If your culture isn’t bringing you similar returns, it’s time for a rethink. Our recent research shows that two-thirds of Fortune’s World’s Most-Admired Companies (WMACs) attribute a third of their market share to culture, while the other third attribute as much as 50%.
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