Change Implementation Techniques for Forming Transitional Team, Creating Alignment, Maximizing Connectedness and Creativity

Technique 7.9 A Framework for Linking Culture and Organisational Transitions

{product-noshow 33|name|cart|picture|link|border|menuid:206|pricedis3|pricetax1}

By looking at existing cultural frameworks, organise them into 8 over-arching descriptive dimensions of culture to help identify which techniques are best to use in the transitional process

1. How do employees value data vs. "gut feel" as a legitimate basis for decision-making (this is linked with how the organisation handles truth and rationality)?

2. How does the organisation handle the nature of time horizons (short-term, medium-term and long-term)?

3. How are our people motivated (self motivated vs. elaborate control systems)?

4. Consider people's desire for stability vs. change/innovation/personal growth.

5. What attitudes to work/life balance (including orientations to work, task and colleagues prevail)?

6. How best do people work (alone, in groups, etc)?

7. Consider the way people are controlled, coordinated and degrees of responsibility/ accountability.

8. What is the focus of the culture (is the focus more internally on the people and processes or externally on customers and competitors)?

(source: James R Detert, 2000)

designed by: bluetinweb