Organizational Culture Assessment & Engagement
“What makes this organization tick?” Leaders who ask that question are really asking for insight about their organizational cultures–insight to help them create an inspiring organizational vision, brand or strategic direction; introduce a successful change initiative; or develop a more engaged and effective workforce. It’s insight that leaders desperately want–and often have to piece together using a variety of disparate means and methods.
Now, there’s a comprehensive, integrated and highly efficient way to understand and leverage organizational culture (as well as the teams that operate inside it). A story-based culture assessment process provides quantitative and qualitative analysis of an organization’s core identity along with its operating style, values, behavior and approach to critical tasks.
How We Work
A full culture assessment process is typically designed to focus on a client objective such as organizational development; vision, mission or values development; employee engagement or internal branding/communications; change management or strategic planning. We also offer “Culture Quest” workshops that use a story-based assessment framework to help leadership teams or working groups explore their cultural terrain.
Define Real Group Values and Strengths
By “typing” an organization or team based on storylines that define its strengths and values, story-based culture assessment offers an understandable framework for assessing real organizational culture, character and capacity. The two-part process begins with one of our survey tools for measuring and understanding the intangible aspects of team or group culture. Survey work is followed by internal focus groups/ to enrich and expand the learning.
Results can be used to:
- Develop an intentional, values-based culture built on authentic organizational style, character and capacity
- Inventory an organization’s greatest values and strengths in an understandable and dynamic way (and assess the implications for its success and growth potential)
- Establish an internal brand that reflects an organization’s external identity (and establishes how people inside the organization can be engaged in delivering on it)
- Develop guiding principles that provide a shared frame of reference about what organizational values look like in action
- Align internal communications and employee engagement with real organizational meaning, motivation and style
- Understand and improve group dynamics
- Assess and manage organizational change style and readiness
- Set more meaningful, purposeful and successful strategic direction
We helped a leadership group at Procter & Gamble learn how to use story-based strengths during times of transition, and how to recognize and apply the best parts of themselves in any work situation.