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Case Study, A Cultural Transformation at Southeastern Grocers

Read the case A Cultural Transformation at Southeastern Grocers. You will likely need to read the case
several times and make notes. Allow yourself adequate time for this.
Assume the role of chief people officer at Southeastern Grocers (SEG). Create a plan for a change
initiative at SEG. Do not focus on sustaining the changes the company has already undergone. Instead,
determine what other change(s) SEG needs to make in addition to those mentioned in the case. Your
change initiative must be feasible, concrete, and HR-centric. Consider focusing on one particular workforce
topic (e.g., diversity and inclusion, trust in company leadership, attracting new talent) in which HR can lead
a significant change. Your plan should contain both an executive business brief and a change vision video:
1. Executive Business Brief
Write a 2-3-page brief that identifies a necessary organizational change. Think of this brief as a
summary document to be shared with SEG’s senior leadership. Your brief must address the
following prompts:
A. How would you describe SEG’s company culture?
B. Describe your change initiative. Why is it necessary?
C. Explain your change plan:
i.
What is your change vision? How do you define it?
ii.
iii.
iv.
v.
vi.
Is there a sense of urgency? How will you generate it?
How will you create a guiding coalition of key stakeholders and early adopters?
How will you communicate your change vision to SEG employees?
What are the potential risks of your change initiative?
How will you determine whether the change initiative is successful?
2. Change Vision Video
Using Zoom, create a 2-3-minute video that compellingly presents your change vision. Think of
this video as a pitch to SEG employees. You need their buy-in for your initiative to accomplish
anything; you have to generate excitement. Your main points should be simple and memorable,
and you should convey an appropriate amount of urgency. Make sure you answer the following
questions in your video:
a. What is the change you are advocating for?
b. Why is this change important and necessary for SEG?

B. Describe your change initiative. Why is it necessary?

My change initiative focuses on enhancing employee trust and attracting new talent by implementing a comprehensive, transparent, and equitable performance and talent management system. This initiative is necessary for several reasons:

To solidify the cultural transformation: While the company has made strides, a lack of trust in management and the promotion process can undermine all other change efforts. Employees need to see a clear, fair path for growth.

To attract and retain talent: In a competitive labor market, top talent looks for companies that invest in their employees' development and offer clear opportunities for advancement. A strong talent management system is a key differentiator.

To ensure long-term sustainability: Sustaining cultural change requires systems and processes that reinforce new behaviors. A fair performance management system will hold leaders accountable for coaching and developing their teams, embedding the desired culture into the day-to-day operations.

Sample Answer

Executive Business Brief

Subject: Proposed Change Initiative to Strengthen SEG's Cultural Foundation

A. How would you describe SEG’s company culture?

Based on the case study (which I don't have access to), you would describe the culture as [Insert description of SEG's company culture from the case study. For example: "The culture is currently undergoing a significant transformation, moving from a siloed and top-down management style to a more collaborative, inclusive, and customer-focused environment. However, there are still lingering issues of mistrust, lack of employee engagement, and a need for greater diversity at all levels."].