About the Culture Wisdom Assessment Program:

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When there are incongruencies in the vision and mission of an organization and short cuts are taken to achieve pressing results, a sense of disconnect can emerge.  This program assesses current and ideal organizational cultures and how individual contributors, leaders, directors, and managers can bring about a more cohesive way of functioning.     

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How This Program Can Help an Organization Make Positive Changes:

 

Instead of just feeling the impact of inconsistency people can get a handle on the source of the issues.  Once that awareness occurs, it’s easier to lay out a path forward.  Gaining commitment to follow that path is crucial, of course.  Program participants walk out with a renewed sense of direction.   

 

Who Should Participate:   

 

• People who are willing to improve the way things are done within their organization;

• Leaders who can listen to the type of environment their people want to work in;

• Those who seek new ways to lead and manage in these changing times; and

• Visionaries who recognize the link between an engaged and fulfilled workforce and achievement.

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People Who Complete This Program Will:

 

• Be able to analyze objective data without criticism or cynicism;

• Discover how their personal, managerial, and/or leadership styles fit the ideal organizational culture; 

• Learn what it would take to make a positive culture shift; and 

• Develop strategies for improvement based on the wisdom of the participants.

Objectives of the Culture Wisdom Program:

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• To bring awareness to the type of culture an organization is experiencing and learn what staff and management think would be better;

• Provide leaders and staff with data that supports the need for positive change;

• Help people communicate more openly and effectively about the challenges within their work environment; and

• Discover how current business practices, work ethics, and management and leadership styles can be improved to create a more ideal culture. 

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Pre-Program Assessments:

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Prior to the start of the program, participants complete several online assessments including their current culture, an ideal culture, and their personal style.  Managers and leaders complete an additional assessment that provides feedback on their role within the current and ideal cultures.  

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Program Segments:

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• Setting the Context – In order to avoid misunderstandings we take the time to agree on the purpose of this internal focus and how the data will be used.
   

• Reviewing the Data – Everyone will be given the results of the assessments at the same time.  We take the time to let the results soak in and then engage in a focused conversation about what the data means.
   

• Sorting Out Options – Once people have a handle on the data and the significance of it, we go through a process to categorize feasible and responsible actions staff and management could take, knowing that a culture doesn’t change overnight.
   

• Creating a Path Forward – When multiple options have been identified, participants decide which specific, measurable, and timely actions will be instituted with a follow-up plan to determine implementation effectiveness.
   

• Gaining Alignment – Most well intended change initiatives fail because inertia takes over. The final segment of this program entails generating a commitment to follow-through and identifying fail-safe actions to avert potential failure.

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Time Frame:

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Online assessments take 15-25 minutes per person to complete followed by a one-day in-person program. 

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Materials and Documentation:  

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Participants will receive printouts of the assessment results and handouts that include information on culture shifts. The identified options and the action plan will be documented and sent to program participants.