Managing organizational change by alignment of the Five Ps

Once the Core Culture has been defined–the Purpose, Philosophy, and Priorities–the next step for managing organizational change is alignment. To achieve organizational alignment, the Purpose, the Philosophy and the Priorities of the organization must be embedded in the Practices and the Projections. Managing organizational change is simplified: just align the Five Ps!

Just defining the Core Culture does not ensure that the Core Culture attributes will be transferred from intentions to actions. To live the Core Culture, you must align all aspects of the organization with it. The Internal Practices, the External Practices and the Projections must reflect and support the Core Culture attributes. Alignment of the Five Ps is the path to managing organizational change.

Managing Organizational Change by Alignment of the Five Ps

Practices: Internal and External

Internal Practices — These Practices include the inner workings of the organization that affect employee relationships, interactions and accomplishments.The Internal Practices—your organizational structure, work design and systems and processes for doing work; recruitment and selection; training and development; performance management; internal communications; and technology—must be aligned with the Core Culture and support your strategy.

External Practices — These Practices define how the organization interacts with others outside the organization.The External Practices—your customers and markets; the products and/or services you offer; suppliers, vendors and partners—must also be aligned with the Core Culture and the organization’s strategy.


These activities are the ways your organization paints an image of itself to the public. Projections include your organization’s name; its logo and symbols; the image of your corporate headquarters and of your leader; the appearance of your offices and/or stores; the style of employee dress and uniforms; your mar- keting, public relations and advertising; and community activities. Your image should also align with your Core Culture and position your organization to achieve its goals.

Conduct an Alignment Audit and implement an Alignment Plan for managing organizational change

With a clearly defined Core Culture, the process for managing organizational change is to first conduct an Alignment Audit.

Managing Core Culture requires periodic audits to evaluate the alignment of Internal Practices, External Practices and Projections with the Core Culture.

  • Conducting a Core Culture Alignment Audit requires auditing the degree of alignment of each of the Internal Practices with the Core Culture.
  • Conducting a Core Culture Alignment Audit requires auditing the degree of alignment of each of your External Practices with the Core Culture.
  • Conducting a Core Culture Alignment Audit requires auditing the degree of alignment of each of the Projections with the Core Culture.

The Building a Culture of Distinction program provides the questions to guide your audit so that you can create a plan for change. After you complete the Core Culture Alignment Audit, the next step is to create a plan for improving those areas of the organization that are not sufficiently aligned with the Core Culture. Your goal is to develop a plan that will remedy the gaps identified in the audit process. For each Practice and Projection category, review audit scores and recommendations, and then develop objectives to enhance alignment. For each objective, list the tactics that will accomplish the objective. For each tactic, provide the timeframe/due date for completing the tactic, the person(s) responsible and the resources needed.

A key component of the planning process is to create measures to monitor organizational alignment. These measures will help you gauge if your actions are making the organization more successful in expressing the Core Culture principles.

When the Core Culture Alignment Plan is complete, you are ready to implement it. The goal is to get better at living the Core Culture principles. If you are succeeding at meeting this goal, future alignment audits will indicate your organization’s actions are more aligned with the Core Culture. Use the metrics you have established to judge how successful the organization is during this process.

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