- Every successful organization has developed a unique, identifiable culture that is easily recognized and described by its employees.
- Every unhealthy organization has an equally unique and describable culture.
- An organizational culture that works well in one region of the world is almost certain to have trouble when it is exported to a different region.
The way in which an organization creates and sustains its corporate culture impacts every aspect of its operations, right down to the bottom line. Here are some facts about organizational culture we have learned over the years:
- Observations: We embed one or more consultants into the organization to see how decisions are made in meetings, to observe how power is distributed, how communication is managed, and other key factors.
- Focus Groups : To understand the various perspectives of the key players, focus groups can be very revealing. We use a structured questionnaire to guide interaction with the focus group.
- Interviews: Individual interviews are carried out in order to gather first-hand perspectives of those in the most critical or impacted roles. A structured interview protocol is used to provide the proper focus for the interviews and to ensure uniformity.
- Exit surveys: If an organization is suffering high turnover, the best source of information is the people who have left the organization.
- Corporate Culture Survey: We use a modified version of our organizational survey to gather data from a large sample of employees.
- Document Research: In order to understand the context within which the organization operates, we study and review various reports in order to document emerging issues.
- Individual Performance Evaluations: Patterns of employee and management behavior and focus can emerge when numbers of such evaluations are tracked over time.
Data from this organizational analysis is used to guide subsequent organizational change planning, leadership development programs, and team development programs.