The first step, preparation, was about formulating, packaging and agreeing upon the meaning of the common values. Symbal facilitated the decision process where we worked closely together with the management team of the municipality and developed an organization-oriented implementation strategy. Contributing factors for the success with the managers was insights on the importance of symbolic and communicative leadership.
The second step was awareness communication directed towards the organization’s employees. The most important communication channel was the operational leaders. Symbal created pedagogic support for the leaders, combined with training on methods to work with leadership and communication to drive change.
The third step, interest communication, was carried out on the unit level by the managers. Symbal developed workshops to be used by operational managers to create dialogue and understanding on team level.
The fourth step, trial communication, to increase the rational and practical understanding of how the core values could be used in everyday work-life, for decision-making and collaboration across functional boundaries. Symbal ensured that the managers had the right tools to drive and explore the practical consequences of the core values.
The fifth step, adoption. This is when we make sure that everyone’s fully on board with the new ways of working. In this particular case, it was about helping the Växjö municipality’s management team follow up on the progress of all parts of the organisation.