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Fast Culture Review with OCI®

Corporate culture is often tangible – but rarely measurable. This is precisely where the Fast Culture Review comes in: using the scientifically validated Organisational Culture Inventory (OCI®), we reveal cultural patterns quickly, accurately and in a way that allows for comparison – from the current culture in practice to the desired target culture. The result is not a random snapshot, but a robust, data-driven foundation that enables targeted changes and effectively supports your strategic business objectives.

Dr. Lena von Negenborn
Dr. Lena von Negenborn
Project Manager
Annalena Löscher
Annalena Löscher
Project Manager

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What sets the undconsorten approach apart?

undconsorten combines data-driven analysis of corporate culture with the organisational and human dimensions of its development. The Fast Culture Review using the OCI® not only provides transparency regarding current and desired cultural patterns, but also translates these insights into clear priorities, effective measures and leadership capable of making decisions. In this way, cultural diagnostics becomes not merely an isolated survey, but a foundation that drives targeted change.

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Rolle des OCI® bei HR-Transformation und strategischer Ausrichtung

The OCI® plays a central role in HR transformation, as it systematically links corporate culture with corporate strategy, leadership and HR processes.

By accurately measuring the culture in practice, HR initiatives can be specifically aligned with strategic objectives. The structured comparison of the current and target cultures provides an objective basis for decision-making regarding cultural development measures and strengthens HR’s position as a strategic partner to the business.

Integrating OCI® into HR processes to achieve measurable results

Phase 1: Cultural Assessment

  • Conducting OCI® Current to assess the current culture
  • Conducting OCI® Ideal to define the desired target culture

 

Phase 2: Cultural Analysis

  • Analysis of constructive, passive-defensive and aggressive-defensive behavioural norms
  • Identification of key discrepancies between the current and target cultures

 

Phase 3: Derivation of Targeted HR Measures

  • Development of HR interventions aligned with strategy
  • Prioritisation based on business impact and cultural leverage
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This structured approach makes cultural change measurable, manageable and sustainably effective.

Measurable effects of the OCI® on staff retention, productivity and corporate culture

Staff Retention

An increase in constructive behavioural norms goes hand in hand with greater identification with the organisation, lower staff turnover and more stable staff retention.

 

Productivity

The OCI® demonstrates how improved teamwork and reduced defensive patterns make collaboration more efficient and boost overall performance.

 

Corporate Culture

A targeted shift towards a constructive culture brings about lasting improvements in the working atmosphere, satisfaction and performance.

Focus on teamwork, leadership skills and staff engagement

Teamwork

The OCI® brings team-related cultural patterns to light and provides concrete starting points for improving collaboration, trust and communication.

 

Leadership skills

Managers recognise how their behaviour shapes cultural patterns and can tailor their leadership style specifically to the desired cultural values.

 

Employee Engagement

A constructive corporate culture promotes a sense of purpose, participation and motivation, and has a direct impact on employee engagement.

 

Improving leadership styles and team dynamics with the OCI®

The OCI® helps managers to systematically reflect on the impact of their behaviour on culture and performance. Defensive leadership behaviour is brought to light, whilst constructive behaviours can be specifically reinforced.

On this basis, organisations develop tailor-made measures for the further development of leaders and teams and actively shape cultural change. Studies show significant improvements in leadership effectiveness and team performance following OCI®-supported interventions.

Aligning HR strategically with corporate objectives through the OCI®

Companies use the OCI® to consistently align HR strategies with overarching business objectives.

The tool helps to:

  • Strategically focus leadership programmes
  • Design HR processes with a focus on culture and performance
  • Establish corporate culture as a measurable factor for success

HR initiatives thus make a direct contribution to performance, growth and competitiveness.

The scientific basis of the OCI®

The OCI® is based on over 40 years of empirical research and is used worldwide in organisations across a wide range of sectors.

Scientific studies and sector reports demonstrate the positive impact of the OCI® on leadership competence, team dynamics and sustainable cultural change, making it an established standard tool in organisational development.

Innovations in HR through the OCI®

Combining the OCI® with HR analytics and digital HR innovations opens up new opportunities for targeted cultural management.

The OCI® enables:

  • tailored cultural interventions
  • agile and scalable HR strategies
  • a data-driven link between culture, leadership and business performance

As a result, the OCI® is evolving into a strategic management tool for sustainable organisational development.

 

FAQ: The Organisational Culture Inventory (OCI®) in the Fast Culture Review

Is the OCI® scientifically valid?
How do managers benefit from the OCI®?
What measurable effects can be achieved with the OCI®?
Which HR processes can be improved using OCI®?
How does the OCI® support the strategic direction of HR?
Why is the OCI® particularly well suited to HR transformations?
What is the difference between the current culture and the target culture?
What does the Organisational Culture Inventory (OCI®) measure?
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