Culture Change Might Be Hard - But No-one Says It Isn’t Worth it Organisations around the world face challenges every week that demand they continue to find better, smarter ways to do things in order to keep pace with the changing needs of their customers. According to IDC Group’s research, global digital transformation programs are expected to cost in excess of $2tn by 2020. Yet software giant SAP found that whilst 84% of organisations they surveyed regarded this activity as crucial, only 3% have actually successfully completed such initiatives. The key differentiator between those that complete these initiatives and those that don’t is working culture. And whilst culture is the sum of everyone’s attitudes, beliefs, behaviours and traditions, it requires commitment and role modelling from those ‘at the top’ of the hierarchical tree. Organisations with poor engagement scores, high attrition and absenteeism rates, who consistently miss deadlines and targets, don’t have people at the top who behave consistently well and create an environment in which employees can do their very best work. All the statements around ‘going agile’ and commitments of spend on new ways of working will ring hollow without a commitment of time, money and company-wide effort to redefine the ‘ways things get done around here’. I work with organisations that are serious about changing the way they do things to give them the best chance of success. Whether it’s retaining great people, delivering great projects, becoming more creative or just building something they can brag about at conferences, I support the business of definition and evolution of working practices.