To remain competitive, an organisation should constantly evaluate its values and practices to ensure they are aligned with their corporate strategy. A culture audit can be used to measure how far an organisation’s behaviour matches its expressed values. This knowledge can be used to determine the strategic manoeuvres, competitive actions, investments, new developments, organisational changes, and so on; an organisation needs to reorient itself in the proper direction.


Culture change management is a structured approach for ensuring that any organisational changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved. The focus is on the wider impacts of change, particularly on people and how they, as individuals and teams, move from the current situation to the new one.

The underlying principle is that change does not happen in isolation – it impacts the whole organisation (system) around it, and all the people touched by it. Culture change management is, therefore, a very broad field, and change management approaches vary widely, from organisation to organisation and from project to project. Many organisations and consultants subscribe to formal change management methodologies.

These provide toolkits, checklists and outline plans of what needs to be done to manage changes successfully. When you are tasked with “managing change” (irrespective of whether or not you subscribe to a particular change management approach), to us at Ulendo Human Capital Consultancy, the first question to consider is what change management actually means in the organisation’s situation.