Conduct an Organizational Culture Assessment and Align Your Organization Using the Five Ps
If you are interested in using organizational culture to drive your business, there are three options available through the Workplace Culture Institute. The organizational culture change initiatives that companies choose depend on the organization’s capabilities and how much external support they need.
1. Invite Sheila for Consulting Support
Contact Sheila to guide you in defining, shaping and managing your organizational culture to achieve positive change. Sheila works with companies to facilitate their organizational culture change initiatives. Typically the process consists of conducting interviews and/or open-ended surveys with top management, holding focus groups with a cross-section of the employees, and then using a closed-ended survey for all in the organization. The closed-ended survey is customized, based on the analyzed data from the interviews, open-ended surveys and focus groups. Then at a facilitated session, Sheila brings together the leadership team to review all analyzed survey results and make decisions. At the conclusion of the session, the team has established and defined the core culture of the organization.
After the facilitated session, Sheila can provide consulting or coaching support for the alignment process. This involves conducting the Alignment Audit, creating the Alignment Plan and implementing the plan for change. There is less resistance to change when employees who are having to make the change also were participants in the process–not just recipients of the outcome. And when employees create their own plans for change, there is greater ownership for execution.
2. Use the Building a Culture of Distinction workbooks–a do-it-yourself guide for conducting organizational culture change initiatives
Use Building a Culture of Distinction: Facilitator Guide for Defining Organizational Culture and Managing Change to direct you in the step-by-step process for defining your Core Culture and aligning your organizations Practices and Projections with the Core Culture. The Facilitator Guide provides the questions to ask when conducting an organizational culture assessment. Additionally, it includes activities to uncover the Purpose of your organization, the distinctive and enduring Philosophy of your organization, and the strategic Priorities of your organization. The Building a Culture of Distinction program helps you use culture to manage organizational change. If you plan to implement the program yourself, be sure employees have a copy of the Participant Workbook.
Use this do-it-yourself guide so you can lead the organizational culture assessment process for your organization.
3. Invite Sheila for Coaching Support
Don’t hesitate to contact Sheila to coach you through the process. You can take advantage of a team approach where you facilitate the process but you have the support of Sheila–through coaching and to give feedback–as you go through the steps of the program. Have her guide you through these phases to build your culture of distinction.
Building a Culture of Distinction Program Cycle
To plan system-wide organizational culture change, you must understand the four phases of the Building a Culture of Distinction program cycle.
1. Conduct a Core Culture Assessment to define the Core Culture of your organization
- Define your organization’s central principles—its Purpose and Philosophy—that describe the organization’s contribution to society and distinctive character.
- Build on that identity-defining foundation by establishing the strategic Priorities that will enable your organization to compete and thrive.
2. Audit for alignment of Practices and Projections with the Core Culture
- Audit your Practices and Projections to evaluate their alignment with the Core Culture–the Purpose, Philosophy, and Priorities.
- Calculate your Alignment Index and provide recommendations to improve alignment.
3. Develop a plan to improve alignment
- Develop a Core Culture Alignment Plan to improve alignment of Practices and Projections with the Core Culture.
- Set measures to monitor change in improving alignment.
4. Implement the plan and monitor success
- Execute the plan to weave the Core Culture principles throughout the organization so everyone lives by the principles that will generate success.