Shifting mindset to transform organisational culture

Generally speaking, most people know that it is behaviour that drives results, so we expect that when we have the right behaviour in place, there should be a higher chance that we can get the desired results. 
On the other hand, when we’re talking about organisational behaviour, we are referring to the human behaviour in organisational settings or the interface between human behaviour and the organisation. 
In other words, it is this collective human behaviour in each organisation that drives organisational results, and this is why many organisations invest in building the right organisational culture for people to continually behave accordingly, leading to business sustainability. 
In practice, many companies opt for behavioural-solution training in the hope of bringing about the right behaviour and culture. In reality, however, no amount of behavioural-solution training can get that change, as it can only fix problems temporarily.
Rather, breakthrough results require a change in what drives behaviour – and that is mindset. 
C Terry Warner, founder of the Arbinger Institute, has made it his life’s work to understand the foundations of human behaviour, and he found that mindset is essentially at the core of everything we do; it is something that drives our attitude and behaviour towards others, and it can be applied not only to work, but also to life.
In this sense, mindset equates to a lens that guides our thinking, perception and essentially, behaviour. If we don’t shift the mindset from which current behaviours are arising, we will end up getting resistance to potential change efforts. 
On the contrary, if we can shift the mindset of people, particularly in the organisation, we can surely transform the organisational culture with the shared behaviours we initially expect – and then results will be actualised. 
The problem is, mindset seems to be somewhat mysterious and more elusive, whereas behavioural issues are easily described, analysed and addressed. 
Hence, in people development, it is no surprise that people tend to focus on what can be managed concretely, or on tangible results; thus, they seek to address merely behaviour, rather than mindset.
Consequently, we can see results in many companies’ endless investment in training programmes that promise to change behaviour, but only end up with barely any return on investment.
But, as I mentioned earlier that mindset drives behaviour and behaviour drives results, don’t you think it would be better to shift the mindset first, before trying to change the behaviour? This is because when people shift their mindset, they will see things differently and will perceive things from different perspectives; and thus, will act and perform differently. 
Moreover, if they can shift their mindset outward – the state in which people focus on collective success, being accountable and helpful to the goals of others and to the entire organisation – real and sustainable results will be implemented without leaders having to constantly push and force their team members to do so. 
Simply put, when organisations encourage the culture of outward mindset, it will naturally create a culture of authentic collaboration and accountability in which people automatically believe they are invested in the success of everyone around them, and so they behave in the ways that will bring collective success as well as sustainable results to the organisation. 
So, if your New Year resolution this year is to transform your organisational culture, I’d say you have to start by shifting your people’s mindset.
In fact, I’d say do not wait for others to change – start with your own mindset and see the real results yourself!
 
Prapairat Pavasant is a strategic business development director at APMGroup, Thailand’s leading consultancy for organisation and people development. She can be contacted at [email protected] or https://www.facebook.com/apmgroupthai