A Year of Culture Change: Lessons in Trust and Transformation
By Geri McKenna – Senior Consultant
In the last twelve months, I had the privilege of working on several culture change projects, each offering its own unique challenges and insights. Despite their differences, a common thread emerged across all organizations: the intricate interplay of leadership, system, behaviors, and shared beliefs. These dynamics revealed themselves in everyday interaction, organizational narrative, and starkly in the engagement survey data.
The challenges these organizations faced were strikingly similar:
Feelings of disconnection and reluctance to return to the office.
Overwhelm impacting well-being.
Persistent “us versus them” tensions across hierarchies and functions.
Extremes in behavior - ranging from “niceness” and people-pleasing to finger-pointing and blame.
Despite these hurdles, one profound quality united these organizations: they were purpose-driven, deeply connected by a shared “why.” Their missions provided focus, yet their cultural challenges - and the solutions - were rooted in one essential element: trust.
To foster meaningful cultural change, rebuilding trust became the cornerstone of every effort. Here’s what I observed as critical to this transformation:
The Trust Factors
To foster meaningful cultural change, rebuilding trust became the cornerstone of every effort. Here’s what I observed as critical to this transformation:
1. Leadership Sets the Tone
Trust begins at the top. When leadership is consistent, visible, and accountable, trust grows. But inconsistency? It erodes trust quickly.
2. Shared Purpose Anchors Change
A clear and well-communicated “why” unites teams. However, when there’s a disconnect between purpose and strategy, ambiguity takes over, slowing progress.
3. Systems Reflect Culture
Reactive or inequitable systems can undermine trust. Transparent, consistent processes, on the other hand, reinforce it.
4. Inclusivity Builds Connection
A thriving culture values all voices—not just in theory, but in practice. Without inclusivity, trust falters, and inequalities persist.
5. Ambition Must Align With Capacity
Urgent, crisis-driven environments resist change. Sustainable transformation requires thoughtful planning, reflection, and achievable goals.
6. Agency Drives Ownership
Culture change isn’t something imposed; it’s something co-created. Empowering people to contribute fosters engagement and commitment.
Three Key Insights
Culture influences every system, process, and behavior. Holistic thinking is essential for sustainable change.
Trust is the foundation of cultural transformation. Without it, resistance is inevitable.
Culture change isn’t solely a leadership responsibility. It requires collaboration and shared ownership at all levels.
Culture change is a journey—not a destination. But with trust as its foundation, it’s a journey that can
transform not just organizations but the people within them.
Want to learn more about creating culture transformation in your organization? Reach out to EnSpark today!
About the Author
Geri McKenna helps organizations understand the problem they are trying to solve, or the opportunities open to them, before taking co-designed approaches to identify solutions and drive change. EnSpark clients benefit from Geri’s OD expertise and global experience bringing a diverse perspective and cross-cultural understanding to every engagement, offering our clients unique insights. Her highly participatory approach fosters collaboration and innovation.
Geri is also an independent OD consultant, executive coach and facilitator working with organizations in the US and UK to navigate complexity and drive meaningful change.