Culture diagnostics
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A comprehensive cultural transformation ideally begins with a structured cultural diagnosis. This can also be carried out independently, for example to check whether the current culture is compatible with the strategy and supports it.
Exemplary activities:
- Short ambition talks with managers to discuss medium/long-term ambition, business challenges and the resulting behavioral requirements.
- In-depth future forums with employees to identify bright spots and downsides (where current behavior is beneficial/hindering for future business success).
- Physical board workshop to prioritize and sharpen the cultural clusters via interactive formats such as wallpaper walk, futurespective, etc.
- In-depth cultural diagnostics using the OCI® (see below) with a selected sample (approx. 5% of the workforce) to determine the current culture and quantify the biggest pain points (optional: use for supplementary target culture diagnostics).
- Interactive uncover sessions with selected employees to analyze causes (with a focus on beliefs and routines) and validate initial hypotheses on deviations.
- Checklist-based review of structural framework conditions with a strong influence on culture (usually RACI, budget, approvals, incentivization, performance management, feedback, promotion).
- Optional shadowing of certain groups of people (e.g. middle management, board) in the identified situations where the new behavior is already lived or not lived today.
- Physical culture workshop in the project team to identify critical target/actual gaps, long-term potential and explore the options for closing the gap.
OCI-based culture diagnosis as a possible starting point for deriving measures
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