USE CULTURE TO DRIVE CHANGE: Discover How to Define Organizational Culture, Manage Change and Engage Employees

  • Are you using culture to drive organizational change?

  • Are your employees engaged at work?

  • Do you know how to conduct an organizational culture assessment?

Now there is a change management strategy that unites everyone in the organization around needed change. This unique process starts at the core of your culture and lets you manage change from the inside out. Discover how to define your unique core culture and engage each employee to live by the distinctive and strategic principles and values that will generate success. Sometimes the only change that is needed is to be better at being who you say you are. Other times, more extreme change is needed to thrive. Let Sheila Margolis, PhD–President of Workplace Culture Institute–guide your organization so that culture becomes the force that drives your business. Workplace Culture Institute is a consulting firm based in Atlanta, Georgia, serving companies globally. Watch this video to learn more about the importance of aligning your organization’s core culture with employee practices; customer, vendor, and partner practices; and the image you project to the public.

Build your culture of distinction. Achieve alignment at last!

Contact Sheila to learn how she can support your company in defining and shaping your organizational culture and in using culture to manage change. Learn about her consulting and coaching services, invite her to speak to your group on organizational culture and employee engagement and read her books.

Consulting Services


Speaking Topics


1. Discover How to Define Organizational Culture and Manage Change

Read Sheila’s books to discover how to use culture to bring change to your organization:

To define your organization’s culture, first discover the elements of core culture.

Core Culture

Contact Sheila to learn how she can support your company in defining and shaping your organizational culture and in using culture to manage change. Invite Sheila to speak to your group on organizational culture and change.



Speaking topics include:

  • Process to define your organization’s core culture
  • Ways to infuse change into the core culture of your organization
  • Hire people who are a fit with the culture of your organization
  • Manage the human side of mergers and acquisitions

2. Conduct a Culture Assessment, Define Organizational Culture and Manage Change

Do you know how to use organizational culture to bring change to your company? Does everyone in your organization know and live by the values that are core to your culture? And if there is the need for change, do you know how to integrate new values that will make the business more competitive?

Does your cultural due diligence give you the information you need for a successful acquisition? Whether going through a merger or acquisition, leadership change, rapid growth, unsettling economic times, or a drop in employee morale, defining organizational culture and aligning organizational culture with strategy is fundamental to business success. Evaluating opportunities and potential roadblocks prior to mergers or acquisitions can facilitate a deal that creates value and achieves expectations.

Whatever you call it–organizational culture, corporate culture, or workplace culture–it does not matter. What matters is whether or not you can define it. Don’t let culture be a cloud that no one can easily share and communicate.

Define your organizational culture and manage change

To build a culture of distinction, you must first define the unique culture of your organization–the vital Purpose, the distinctive and enduring Philosophy, and the strategic Priorities. When you can define the organizational culture, you can evaluate how well it positions the business for success and, if need be, you can change the culture so you can better compete and thrive. Strategy and change management initiatives must be linked to the principles and values that are core to the culture of the workplace. If practices are not in sync with the values at the heart of the organization’s culture, change will be difficult to sustain.

Use the Building a Culture of Distinction program or contact Sheila to guide you through the core culture assessment process.

3. Discover How to Drive Employee Engagement at your Organization

What is employee engagement? What are the benefits of having an engaged workforce? And what are the changes you can make now to improve employee engagement in your organization? Invite Sheila to share with you the important drivers of employee engagement that will not only help you retain key talent but also thrive.

Sheila’s speech “EngageRetainProsper” will give you the formula for increasing employee engagement. Discover the Universal Priorities that contribute to a humane workplace that encourages the best in each individual. To thrive in a competitive landscape, organizations need to create workplaces that engage their employees, nurturing innovation, open and constructive dialogue, and goal performance.

Universal Priorities Drive Employee Engagement

4. Conduct an Employee Engagement Survey

To build a culture of distinction, you must have employees who are engaged in the work they do as well as the culture where they do it. Discover how to integrate the universal Priorites into your organizational culture so you retain top talent. Employee engagement matters. Discover the employee engagement principles that motivate people to be their best. Contact Sheila to conduct an employee engagement survey.

5. Current blog topics on organizational culture and change and employee engagement

  • Sustainability and the Five Ps
    Sustainability is a commitment to ethical behavior in three areas of responsibility: economic, social, and environmental. This effort is an environmental and human focus that is profitable for the organization. Sustainable organizations create value and long-​​term stability while contributing to society at large. The 5 Ps model illustrates how the value [More…]
  • Using incentives to motivate employees
    Extensive research indicates that intrinsic motivation leads to higher performance. In other words, when the task itself is motivating due to being enjoyable and interesting to the employee, then the employee will expend greater intensity, effort, and persistence in doing the work, thereby enhancing performance. Work that is enjoyable and [More…]
  • Definition of Employee Engagement
    What Is Employee Engagement? What is the definition of engagement? There are several definitions out there, but most are consistent with the following: Employee engagement is the holistic expression of a person’s preferred self in a work role. Employee engagement is dedicating one’s cognitive energy, affective energy, and physical energy to one’s work. Engaged workers [More…]
  • Clarify organizational identity during times of major change
    When going through change, avoid changing organizational identity. Identity is the organization’s Purpose–the fundamental reason why the organization exists–and its distinctive Philosophy–its enduring, guiding principles. When these few attributes change, employees will need to re-​​consider if the workplace is right for them because identity changes are like changing the company. [More…]
  • Core Culture can be your competitive advantage
    Is your competitive advantage your organization’s culture? One facet of the organization that any company can focus on to improve its potential for success is its organizational culture. I’m not saying this is the only factor for success, but it would be hard to find a highly successful company that does [More…]
  • Culture interview with CEO of Pear Analytics
    I conducted an interview with Ryan Kelly, founder and CEO of Pear Analytics, a web startup in San Antonio, Texas. They build search engine optimization tools and software to help make SEO accessible to everyone. This interview focused on the culture of Pear Analytics—its purpose and core values. SM. What is [More…]
  • Organizational change model: The Five Ps
    The Five Ps is a model that depicts a system-​​wide view of an organization. You can use the Five Ps to understand your organizational culture and to use culture to manage change. Once you have defined the central three Ps of the Core Culture, you can bring change by aligning the [More…]
  • Organizational change models: a four-​​​​step organizational change process
    The Building a Culture of Distinction program is a four-​​step process for bringing needed change to an organization. Use this process to guide you in using culture to drive change. The steps of the organizational change process are as follows: 1. Define the Core Culture of your organization  Define your organization’s central principles—its [More…]