Except for the readiness and preparedness of an organization for changes, the answer also depends on what your existing culture is: dominant, participative, process or culture of task, reactive, explorative, creative and so on. If you are ready, let’s move immediately, the first changes are visible relatively fast, depending on the application complexity and the size of the organization, full integration of a new model is happening between the first and the third year.

Culture is a relatively stable term and it is not easy to change it. If a new model of desirable behavior is to be introduced or in order to modify a current model, which is even a harder task, the proactive responsibility of an individual is the foundation, and the role of a manager at all levels is crucial.

Culture changes on a visible and an invisible level. Of course, the invisible level in which values, attitudes and beliefs reside, it is harder to change as thoughts, behavior and activity arise from them.

Changing organizational culture is only possible with planned and systematic changes in the workplace with people and constant organizational learning.