Do you need cultural change?

Managing culture and driving cultural change is fundamental to running a thriving business.

cultural change

There are times when cultural change is a time-sensitive priority. For example,

  • Have you had leadership change?
  • Are you going through a merger or acquisition?
  • Is turnover high?
  • Has morale dropped?
  • Are you experiencing a crisis?

All of these illuminate a need to define culture and manage cultural change. To clarify, neglecting culture can be devastating to the health of your organization.

Even in the best of times, you want everyone to unite around a small set of core principles and values that will drive success. Above all, you want to build a culture that stimulates pride, drives achievement, and contributes to society.

Now is the time to define your Core Culture and weave those principles and values into everything you do.

Above all, take these steps to make culture your hidden asset. Make culture be the force that drives your business.

Step #1: Conduct a culture assessment. Core Culture- the basis for cultural change

To achieve cultural change, first define your organization’s central principles and core values. Uncover the Purpose, distinctive and enduring Philosophy, and strategic Priorities. The culture assessment process must be an organization-wide experience. In effect, everyone participates!




Step #2: Survey employee engagement

Universal Priorities Drive Employee Engagement and drive cultural change

Survey employee engagement and measure employee views on the six drivers of engagement. Uncover the key drivers that provide the greatest opportunity to improve engagement. Likewise, they are the universal Priorities of your Core Culture.

Your workplace must be a humane workplace. To that end, it must bring out the best in each individual.


Step #3: Align the Five Ps

Finally, manage cultural change by aligning the Five Ps. To clarify, employees must practice the principles and values that drive performance. This means align the Practices (Internal and External) and Projections with the Purpose, Philosophy, and Priorities of the Core Culture. Everyone’s goal is to be better at living the Core Culture each and every day.

core culture for cultural changeNow, there is a cultural change management strategy that unites everyone in the organization. All employees will share a set of principles and core values that will guide change and drive success. To sum up, achieve success for the company and for each employee working for it!

You can manage cultural change from the inside out. Just integrate the Core Culture principles and values in everything you do.

You can watch this video to learn about the importance of alignment.


Contact Sheila

Contact Sheila to guide you in managing culture change. Use the Contact Form to email Sheila.

Have Sheila help you define and shape your organizational culture and manage change.

  • Sheila provides consulting services. She is also a culture coach. Sheila provides in-person and virtual culture support. Call Sheila to discuss your culture questions.
  • Invite her to speak to your group–virtually–or schedule webinars on the power of purpose and core values, culture change, and employee engagement.
  • And, of course, read her books on culture and culture change.
How to conduct an organizational culture assessment
Conduct your organizational culture assessment and manage cultural change
Participant workbook for an organizational culture assessment
Include employees in conducting the assessment and managing change
What is culture fit
Understand culture fit and how to screen for it
cultural change-Core Culture and the Five Ps
Discover Core Culture and the Five Ps

Make culture be the force that drives your business.

Sheila Margolis - Workplace Culture InstituteSheila is President of Workplace Culture Institute, LLC. Her management consulting firm is based in Atlanta, serving companies globally. Sheila defines culture, increases employee engagement, and facilitates culture change. Use the Contact Form to email Sheila.

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