Is culture your unifying and competitive tool?
Do you need to manage cultural change? Are you using culture to engage employees, drive change, and excel?
Take these steps to make culture your hidden asset.
Conduct an organizational culture assessment to identify principles and values that are core to your culture–the Purpose, distinctive and enduring Philosophy and strategic Priorities of your Core Culture. The process must be an organization-wide experience.
Survey the level of employee engagement to obtain your employee engagement index. Also, you can audit the drivers of engagement to identify the key drivers. These key drivers–your prime opportunities to increase employee engagement–are the universal Priorities of your Core Culture. Your workplace must be a humane workplace that brings out the best in each individual. These universal Priorities are the areas to focus on internally so your employees and the organization will thrive.
Achieve alignment of the Five Ps so employees are practicing the principles and values that drive performance. Align the Practices 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.
Define culture and manage cultural change using the Five Ps
Think about your organization…Does your company culture support success? Does your organization have clearly defined principles and values that are core to the culture? And does everyone know and practice these principles and values?
- Are your employees engaged?
- Do you know the engagement drivers that your organization should focus on and pay attention to in order to increase engagement?
- Do you know how to drive cultural change? Driving cultural change requires a system for integrating new values throughout the entire organization to make the business more competitive.
Now there is a change management strategy that unites everyone in the organization around a set of principles and values that will guide change and drive success. Success for the company and for each employee working for it.
Use this cultural change strategy
This cultural change strategy begins by conducting an organizational culture assessment. Using this unique cultural assessment process, you will define the core, distinctive and strategic principles and values of your culture. How you define the Purpose, Philosophy, and strategic Priorities will impact your ability to effectively live the principles.
Next, survey for employee engagement. Target your universal Priorities for improving engagement.
Then, you can manage cultural change from the inside out. Just integrate the core principles and values in everything you do, using the Five Ps. Ensure that the Practices and Projections reflect the Purpose, Philosophy, and Priorities of the core.
Discover how to define your unique core culture and engage each employee to live by the distinctive, strategic, and universal principles and values that will generate success. Sometimes, you only need one change: to be better at being who you say you are. Other times, more extreme change is needed to thrive.
Now is the time to manage cultural change
Whether going through a merger or acquisition, leadership change, rapid growth, unsettling economic times, or a drop in employee morale, defining your organizational culture by conducting an organizational culture assessment, increasing employee engagement, and managing organizational change are fundamental to business success.
You can contact Sheila Margolis–President of Workplace Culture Institute–to 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 to conduct cultural assessments and employee engagement surveys.
Successful companies know their core culture. And, employees align the Five Ps each and every day.
You can watch this video to learn more about the importance of alignment. You can achieve successful organizational change by aligning your organization’s core culture with Practices and Projections.
Let Sheila help you use culture to drive change.
Contact Sheila to learn how to define and shape your organizational culture and manage cultural 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.
1. You can contact Sheila to provide the following services:
- Conduct an organizational culture assessment. Cultural assessments help you define the core principles and values of your organization.
- Conduct an employee engagement survey and identify changes to improve employee engagement. Learn what to focus on internally to be more successful.
- Facilitate an Alignment Audit and create an Alignment Plan to drive organizational change.
- Coach you through the cultural assessment, employee engagement, and alignment process.
2. You can invite Sheila to speak in the areas of core culture, managing cultural change, and employee engagement.
3. You can read Sheila’s books:
- Building a Culture of Distinction: Facilitator Guide for Defining Organizational Culture and Managing Change.
- Building a Culture of Distinction: Participant Workbook for Defining Organizational Culture and Managing Change
- Job Seeker Manual: A Step-by-Step Guide for Using CULTURE FIT to Find the Right Workplace for You
- There Is No Place Like Work: Seven Leadership Insights for Creating a Workplace to Call Home
Discover how to use culture to drive change in these blog posts.
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Does this person have the knowledge, skills and abilities necessary for this job?
- Conduct a culture assessment
Should you conduct a culture assessment for your organization?
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- Culture is a competitive tool
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- Using incentives to motivate employees
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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 [More...]