Running a company or organization comes with many responsibilities. One such responsibility is to ensure things get done in an organized, timely manner. Leaders also often expect their staff and peers to think outside the box and operate within a specific work culture.
However, you can’t simply lay the law down and expect changes to stick. That can only last so long, and it’s much less effective than viral change. Viral change is when a company or organization adopts new behaviors and methods, effectively changing the culture.
However, this is only possible if many people within the organization demonstrate the new method via strong examples and great leadership. This can result in sustainable changes that are often more effective than strict, imposing rules.
Follow along as we explore the science of viral change and highlight how powerful it is.
Viral Change is a Nuanced Process
Naturally, viral change doesn’t happen overnight. Achieving a cultural change within a company or organization relies on everyone being on the same page. This is much easier to achieve if you break it down into science and understand that it takes time.
After all, viral change relies on recognizing and adjusting behaviors for the greater good of the organization. The approach, work ethic, and behaviors must change just as viruses mutate, but to improve the work culture. Viral change starts with a few easy steps, such as:
1. Identify Behaviors
Viral change is only possible if there is a significant behavioral change. The way people behave throughout individual businesses and industries as a whole affects business operations. Business owners and managers must pay attention to the behavioral cultures within their companies.
By identifying behaviors, you can easily track how they affect business operations and reflect the industry. You can also track where certain behaviors start and how they spread to other people and departments. Sometimes, these behaviors are unique to specific businesses, while others reflect the industry.
Some behaviors may be positive while others may seem negative and unproductive. Change is only possible if you identify which behaviors can benefit your business and its culture. From there, you can focus on the positives and help ensure they spread.
2. Choose “Carriers”
Now, you must choose carriers to help spread positive, productive behaviors. The ideal candidate is well-liked, productive, and taken seriously. It helps to choose someone or several people who interact with many people across several departments within the company.
Ideally, you should let the person or people know why you consider them a great example of what you’re looking for. Keep in mind that you don’t necessarily need to choose high-ranking employees to set a great example. After all, holding an impressive title within a company doesn’t necessarily mean the staff finds you relatable.
Instead, focus on choosing candidates whom you regularly see interacting with others in meaningful ways. You can even pick a candidate from each department if you find enough people who represent the change you want to see.
3. Define Expectations
Communication is key to viral change, as you must define what you see in the candidates you choose to be great examples. It’s also important to let them know what kind of change you want to see within the company. This can include behavior, attitude, work ethic, creativity, and contributions.
It’s also a great idea to let others know that you consider this individual a prime example of what kind of change you want to see. Making others aware can hammer the message home and help others pay attention to the great example. If done well, you should see the carrier’s behavior and attitude rub off on others and create a viral change.
It helps to set goals and deadlines for when you want to see changes within the company. Of course, you don’t need to pressure your team and make them feel like their jobs are on the line. Instead, set an achievable goal for when you want to start noticing changes, even if you don’t share the deadline out loud.
4. Track Progress
Viral change yields great results, which you can easily identify when they appear. For example, team members who previously didn’t contribute many ideas may now pitch concepts and voice their opinions. Ideally, you should track such progress to highlight how effective the viral change has been within your company.
This could be as simple as taking notes on what people say during team meetings to record everyone’s contributions. Otherwise, you can elect someone to keep a spreadsheet highlighting contributions and progress over time. That way, you can look at a definitive record showing how worthwhile your viral change attempt was.
Tracking your progress can also highlight which efforts paid off and which didn’t. This can also help highlight those who tried to embrace change and who, unfortunately, didn’t change.
5. Create a New Standard
What’s the point of viral change if the results don’t last a long time? Encouraging long-lasting results is essential if you want your company to not only evolve but also surpass your competitors. The results will only last if you ensure the team feels supported, appreciated, and taken care of.
Show your team why you appreciate their efforts and how their hard work paid off. It’s also a great idea to show them how the recent culture change has led to great results. This can even include sales figures if applicable.
Otherwise, you can simply highlight how the viral change has helped improve the workplace and the company as a whole. That way, you can create a new standard and ensure the viral change yields long-lasting effects.
Viral Change Can Write the Future
Companies and organizations often become stagnant if they don’t undergo natural, fluid changes. This can be a death sentence if you want your organization to blossom and become all it can be. Viral change is an organization’s best bet to not only change but also enjoy long-lasting benefits because of it.
Communication, strong examples, and positive reinforcement can go a long way in promoting viral change. It may not happen overnight or over a week, but viral change doesn’t take long if you elect the right people to serve as examples. Define your goals and show the team how everyone will benefit from such changes, and they’ll become inevitable.
