CHANGING THE CULTURE FROM RED, BLUE OR ORANGE

There are broadly three popular "cultural styles" in Jersey (many more vMemes but let's keep simple!). If you are operating in one of these "cultural styles" be it the Island, the organisation or even the department, how do you go about changing culture without being overpowered by the dominant context?

THE CURRENT DOMINANT  "CULTURAL STYLE"

RED (EGOCENTRIC/POWER GODS)
Leadership in Red is often autocratic and based on raw power. Leaders are often seen as "alpha males/females" who use force or charisma to maintain control.
Followers in a Red system are typically submissive to stronger forces but rebellious against perceived weakness.
The culture tends to be survival-focused, and there is a "might makes right" mentality.
Behavioural Norms: Physical strength, cunning, and bold action are highly valued. Social hierarchies are fluid and based on power dynamics.

BLUE (PURPOSEFUL/AUTHORITARIAN)
Leadership is often hierarchical and rule-based. Leaders are seen as custodians of law, tradition, or religious doctrine.
Followers are often obedient and adhere to established roles and codes of conduct.
Culture is often centered around shared values or beliefs, such as religious doctrine or nationalism.
Behavioural Norms: Strong emphasis on morals, ethics, and law. Conformity and duty are highly valued.

ORANGE (STRATEGIC/ACHIEVIST)
Leadership is often meritocratic and goal-oriented. Leaders focus on strategy, efficiency, and results.
Followers are often self-reliant and are motivated by achievement and advancement.
Culture is centered around innovation, progress, and material success.
Behavioural Norms: Individual achievement, rationality, and competition are highly valued.The system often rewards those who can navigate it most skillfully.

CHANGING THE CULTURE FROM RED, BLUE OR ORANGE

Changing the cultural style of an organization, island, or department is a complex process that requires a deep understanding of the current culture, the desired culture, and the factors that influence both. Here are some strategies that could be used to change culture in the context of Red, Blue, or Orange cultural styles, based on the Spiral Dynamics model:

WHEN OPERATING IN A RED CULTURAL STYLE:
Establish Credibility: Given that Red cultures are power-oriented, it's essential to establish your own credibility and authority first. Show competence, confidence, and a willingness to act.
Direct Communication: Use clear and direct communication. Ambiguities are less tolerated in a Red culture.
Quick Wins: Implement small changes that bring immediate, visible benefits. This can help you gain the confidence and support of the team.
Respect Existing Power Structures: Initially, work with existing hierarchies and power figures rather than against them.
Frame Change as Strength: Position the change as something that will make the organization stronger and more formidable.

WHEN OPERATING IN A BLUE CULTURAL STYLE:
Appeal to Tradition and Values: Blue cultures respect tradition and rules. Frame the change as being in alignment with long-term values or the core mission.
Follow Proper Channels: Use formal processes and protocols whenever possible to introduce change.
Involve Authorities: Get the endorsement of respected authority figures within the culture to lend weight to the change initiative.
Incremental Change: Radical changes are often met with resistance. Consider implementing changes incrementally.
Clear Rationale: Provide a clear rationale that explains why the change is necessary, justified, and beneficial to the collective.

WHEN OPERATING IN AN ORANGE CULTURAL STYLE:
Show Benefits: Orange cultures are goal-oriented. Demonstrate how the change will lead to increased efficiency, profitability, or other measurable benefits.
Data-Driven: Use data and metrics to make your case. Orange cultures respect empirical evidence.
Pilot Programs: Consider implementing a pilot program to show the feasibility and benefits of the proposed change.
Encourage Entrepreneurial Spirit: Utilize the naturally competitive and innovative traits of an Orange culture to drive change.
Professional Development: Show how the change will benefit individuals in their career growth and personal development.

GENERAL TIPS:
Engage Stakeholders: No matter the dominant culture, engaging a broad spectrum of stakeholders can provide you with the support and resources you need to implement change.
Adapt Your Communication Style: Different cultures respond to different types of communication. Tailor your message to fit the cultural style you are operating within.
Be Patient and Persistent: Cultural change is a long-term project that requires commitment, patience, and resilience.
Use a Multi-level Approach: Cultural change often requires effort at multiple levels – individual, team, and organization.
Evaluate and Adjust: Once the change is implemented, collect feedback and be prepared to make adjustments as necessary.

Remember, you're operating within a dominant cultural context, so it's important to be both strategic and sensitive in how you approach change.