Each organization has its own identity or personality

I wanted to circle back to the last paragraph in What conditions help make organizational change better? Part One: “It’s not enough to say what. There also needs to be a why. How is individualized and personalized by and unique to the organization.”

Often people just want to know HOW but it’s not that simple. Great leaders know that rushing and pushing through or around the conditions can create negative consequences and even if change does occur, it may not persevere.

Plus – one organization’s HOW may not land well in another. Why?

Each organization has its own unique identity or personality that distinguishes it from others. This identity encompasses the collective values, beliefs, culture, practices, and behaviors that define the organization's character and shape its interactions both internally and externally.

Here are some key points about organizational identity:

1.    Vision, Mission, and Values: An organization's identity often stems from its vision, mission, and core values. These elements provide a sense of purpose, guiding principles, and desired outcomes that reflect the organization's identity and aspirations.

2.    Organizational Culture: Culture plays a significant role in shaping an organization's identity. It encompasses the shared values, norms, behaviors, and practices that influence how work is conducted within the organization. It influences how employees interact, make decisions, and approach their work.

3.    Branding and Image: The way an organization presents itself to the outside world, including its branding, logo, visual identity, and messaging, contributes to its identity. These external elements help create an impression and perception of the organization, influencing how it is perceived by stakeholders.

4.    History and Heritage: An organization's identity may be influenced by its history, heritage, and traditions. Past experiences, achievements, and milestones can shape its identity and provide a sense of continuity and purpose.

5.    Leadership and Employee Behavior: The actions and behavior of leaders and employees play a crucial role in shaping an organization's identity. The attitudes, values, and behaviors exhibited by individuals within the organization contribute to its overall character and reputation.

6.    Stakeholder Relationships: The way an organization interacts with its stakeholders, such as customers, suppliers, investors, and the community, also contributes to its identity. These relationships reflect the organization's values, priorities, and commitment to its stakeholders.

It's important to note that an organization's identity can evolve over time. External factors, market conditions, leadership changes, and internal dynamics can all influence and shape the organization's identity.

Understanding the organization’s identity is essential for creating the HOW regarding change.