CULTURE TRANSFORMATION

IS THE ORGANIZATION’S

SECRET AGENT

By: Ahmed Ragab | Transformation Practice Leader at Resilience&

Alike James Bond’s character, the fictional British Secret Service agent created in 1953 by writer Ian Fleming, I can see the culture transformation is

your organization’s secret agent. Read the below lines to see the complete match. If you are an HR professional or mobilization consultant (AKA

recruiter) in one of the secret agencies, the following duties can be used to describe the Secret Agent’s Job Profile (compared to corporate culture as

a corporate agent):

AGENT JOB PROFILE

(DUTIES)

1. Agent doesn’t have a typical or

monotonic missions every day.

2. Observing specific

phenomena/behavior

3. Document and report

incidents

4. Work undercover to discover

the nature of the involved

parties in the mission

AGENT SKILLS (NEEDED QUALITIES)

1. Resilience to be able to implement

missions in different places and with

lots of different situations with some

expected resistance

2. Fluency in the spoken languages with

the involved parties in the mission

3. Courage to deal with unexpected

scenarios

4. Conduct researchers and investigations

on the targeted geographic area of the

mission

CULTURE

1. Dynamic

2. Behavior assessment

3. Monitoring

4. Embedded corporate

culture

CULTURE

1. Resilient against internal culture

resistance

2. Understanding the different cultures

and diversity inside the corporate

3. Persistence towards achieving the

culture transformation mission

regardless the showstoppers

4. Conducting behavioral researches

and trends about the organizational

performance considering all aspects

of business nature, people, cultures

..etc.

Interestingly, you can find many commonalities either as a profile or as features/needed skills.

“Culture transformation

is the real secret agent to

boost your organizational

performance “

Four Key elements to adapt

culture transformation program

1. Treat it as a new independent

mission

Stereotype attitude used in

transformation programs discharges the

powerful impact that it can make. And

by low motivational kick start, you will

probably end up with normal or useless

results. Treat your culture

transformation initiative as a new

mission, fuel your stakeholders, recharge

team’s spirits, and design rewarding

system as an outcome for the successful

completion of the mission.

2. Different scenarios to ensure

resilience

As business continuity and

organizational resilience say “be always

prepared for the unexpected behavior.”

It is normal to experience unexpected

scenarios during the implementation of

your culture transformation initiative, so

better to proactively start with what-if

scenarios to keep the momentum.

3. Research, analyze and assess

Researching and learning more about

the corporate culture, competency-

levels, conflicts and diversity’s strength

points, all that, will help you analyzing

the right pattern and trend of the

corporate culture development.

Accordingly, you can assess the current

AS-IS cultural topology and clearly design

the purposed TO-BE culture topology to

involve all parties towards improved

corporate performance.

4. Create special rewarding and

promotion system for the

successful completion

Culture transformation programs are not

frequently implemented, so due to this

long pace of such organization-wide

initiative, special reward system will be

required to recharge the involved

parties’ readiness level and to keep the

momentum during the implementation

time.

Four key elements to adopt culture transformation program in your

organization by using the magic of the corporate secret agent’s concept:

April 2016CULTURE TRANSFORMATION IS THE ORGANIZATION’S SECRET AGENT By: Ahmed Ragab

About Ahmed Ragab

Ahmed Ragab is the Transformation Practice Leader at Resilience&, a UK-based consulting network. Over 12+ years of hands-on experience, Ahmed Ragab has built vertical competencies in different integrated fields; Management Advisory, Technology Advisory and Processes Transformation. Ahmed is a business and motivational keynote speaker with numerous insights in international magazines. Named as a Business Architect by his peers, Ahmed believes in engineering business concepts and designing new business models and patterns to serve corporate performance improvement. Currently, Ahmed Ragab is serving a Principal Partner and Chief Strategy Officer at Resilience& EMEA region.

For further inquiry, contact Ahmed at: aragab@resilienceand.co.uk - LinkedIn: https://www.linkedin.com/in/ahmed-ragab-msc-31bb957Academia: https://liverpool.academia.edu/AhmedRagab