Is culture your competitive tool?

Are you using culture to manage change and excel? Take these steps to make culture your hidden asset.





The Five Ps
The Five Ps

Define culture and manage 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?

Also consider…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 use culture to drive change for your company? Do you have 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. This 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 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 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.

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.

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.

Watch this video to learn more about the importance of aligning your organization’s core culture with practices and the image you project to the public in order to achieve successful organizational change.

Let Sheila help you use culture to drive change.

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.

1. Consulting–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. Speaking–Invite Sheila to speak in the areas of core culture, organizational culture change and employee engagement.

3. Books–Read Sheila’s books to discover how to define culture using a cultural assessment process and use culture to manage change.

Discover how to use culture to drive change in these blog posts.

  • Fixing the Uber culture
    According to recode, Jeff Jones, the president of Uber, is leaving. He cites the Uber culture as his reason:
    I joined Uber because of its Mission, and the challenge to build global capabilities that would help the company mature and thrive long-term.

    It is now clear, however, that the beliefs and approach [More...]

  • Job seekers and culture fit

    Companies screen for culture fit and job fit
    Companies screen applicants on at least two levels--job fit and culture fit.

    First, they evaluate a candidate’s fitness for the job. To evaluate for job fit, companies consider these questions:

    Does this person have the knowledge, skills and abilities necessary for this job?
    What [More...]

  • Conduct a culture assessment
    Should you conduct a culture assessment for your organization?
    Is it time to conduct a culture assessment? Before answering this question, think about how  employees in your organization would respond to these questions?

    What is the purpose of our organization?
    Why is the work we do important?
    What makes our company distinctive [More...]

  • Culture is a competitive tool
    Culture--your organization's hidden asset

    According to Fortune and its latest research on the 100 Best Companies to Work For, culture is "the secret to business success." This Fortune issue reinforces the importance of workplace culture and the trend that culture is a competitive tool.
    Steps to make culture your competitive tool
    Similarly, based on [More...]

  • Organizational culture assessment instrument
    Is there an organizational culture assessment instrument to help identify and define your company's core culture?
    Organizational culture assessments are used to identify the principles and values that are core to the culture of an organization. If you are planning to conduct an assessment, what organizational culture assessment instrument or process [More...]
  • Employee engagement index
    Employee engagement index to monitor engagement over the years
    So every year you measure employee engagement. You survey all employees to determine the Level of Engagement—using a handful of questions—and then you concentrate on the Drivers of Engagement—a more extensive list of questions. You may also include items on pre-engagement Threshold Motivators—compensation [More...]
  • The value of 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 Five Ps model illustrates how the value [More...]
  • Using incentives to motivate employees
    Intrinsic motivation and performance
    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...]