People will often take some time to accept it and probably will try to fight it in the beginning. Here are few tips for changing your culture as effortlessly as possible-Make the case for change Change is only possible when people are not satisfied with how things are going. Corporate inertia has so many risks, as it makes it difficult to quickly acclimate to changes in the economy, to the introduction of disorderly technology, or to some other unexpected and critical need to change. So to bring in changes, a leader should be able to convince the organisation that the current way of activities might be is untenable, unsafe, or harmful to the company’s long-term success. Unless the people believe change is vital, they won’t accept it. Articulate a clear vision of the desired state Some companies have an instable strategy, corporate structure, or org chart. It’s annoying and problematic to get on board if things are shifting every now and then. After you have decided a change is essential, develop a simple and clear view of what the change looks like and how it needs to be planned. This will help people support it, even if it’s unfriendly. Create clear next steps toward the desired state Only accepting the fact that the company needs change won’t really help. Besides this, there should be a clear view about how they will meet the emerging business challenges and bring success in the close future. For bringing true changes in the culture, you need to have a rational and systematic plan. This will lead your organisation to accept the values and practices required for a new culture to take a grip. While doing to, do not rush to change everything at once. Give time to your organisation to adjust to the new changes. Once they get accustomed, your organisation is ready to again push on toward the top.