Articulate Organizational Culture
Unleash the power of culture to build a competitive advantage.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Often, a gap exists between an organization’s described culture and the employees’ lived experience:
- This gap varies by employee level, with leaders of leaders having more positive perceptions of their organization’s culture than non-managers.
- There is a lack of awareness around the material impact that physical space, leaders, HR, and employees have in shaping the desired culture, values, and behaviors.
How employees behave and interact makes or breaks organizational success:
- An intentionally designed culture blueprint is the key to strengthening the organization’s competitive advantage and articulating the behaviors, beliefs, and mindsets needed for strategic execution and a positive experience.
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Module 1: Understand current culture and describe future state
The Purpose
Exploration and identification of the culture that enables desired organizational outcomes.
Key Benefits Achieved
- An understanding of the strengths and limitations of the current culture.
- Enhanced alignment between desired culture and organizational vision, mission, and strategy.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Identify why culture is a priority. |
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| 1.2 | Connect the organizational goals to culture. |
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| 1.3 | Describe the future. |
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| 1.4 | Review culture assessment data. |
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| 1.5 | Pinpoint values for desired culture. |
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| 1.6 | Craft culture statement. |
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Module 2: Define culture through values and behaviors
The Purpose
- Finalize the culture blueprint.
Key Benefits Achieved
- Clear descriptions of and observable behaviors associated with the selected values.
- Increased buy-in and support from executives on how their behaviors support the desired culture.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Craft culture statement (cont.). |
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| 2.2 | Craft values definitions. |
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| 2.3 | Identify behaviors attached to the values. |
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| 2.4 | Executive Reflection and discussion on how to role model behaviors aligned to the new values. |
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| 2.5 | Set goals for the culture change. |
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