2In this presentation: We’ll discuss: Organizational Culture and its importanceThe Organizational Culture Assessment Instrument: its theoryThe OCAI online survey: how it worksOCAI profile: how to interpret the informationOCAI options: how and when to use it
4What is culture:Culture comprises the collective assumptions and “the way we do things around here”People copy, coach and correct each other to fit into this collective Culture and be part of the group
5Why work with culture: “The way we do things around here” determines: Behavior, and thus:Performance and Turnover,Customer Satisfaction and Reputation,Market share and CompetitivenessEmployee Retention, etc.
6Make culture work:Avoid the 50-75% failing change projects because they don’t match with culture…Utilize culture, engage your people and turn any resistance into momentum and successful changeMake culture work for your organization!
8What is OCAI: Organizational Culture Assessment Instrument Developed by professors Cameron & QuinnBased on the Competing Values FrameworkResearched and ValidatedUsed by over 10,000 organizations worldwide
9OCAI offers: Quick, identifiable diagnosis with a visual profile A quantitative starting point completed with qualitative informationConsensus about current and preferred cultureMomentum for changeA clear format to change that you customize to your situationBasis for successful and sustainable change
10Users said:‘It is a very useful tool. It provides a quick and easy way for the key players in the organization to look at where they agree and disagree. It then provides a way to help the rest of the organization to understand culture and to understand what the leadership seeks. I highly recommend it.’ Jo McDermott, Principal at Catalyst for Change Consulting
12Competing values The OCAI is based on the Competing Values Framework 2 major polarities of values were found to determine organization’s effectiveness:Internal versus external focusStability versus flexibility
196 key dimensions of culture: Dominant characteristicsOrganizational leadershipManagement of employeesOrganization glueStrategic emphasesCriteria of success
20The assessment:Divide 100 points over 4 descriptions that correspond with the 4 culture typesDividing points is just like real life, where you have to divide your time, energy and moneyAssess each of the 6 key dimensions for the current situation
22Complete the assessment: Assess each of the 6 key dimensions for the current situationThen, assess each of the 6 key dimensions for the preferred situation (let’s say in 5 years)Your personal Culture Profile is ed to your address immediately after completionOCAI One is free for individual participants
24OCAI cultural profile Now Preferred Clan 40,32 39,26 Adhocracy 26,02 27,41Market13,3811,39Hierarchy20,2821,94100
25The profile shows:Dominant organizational Clan Culture, followed by Adhocracy Culture. Focus on flexibility and professional freedom.Hardly any difference Current versus Preferred culture. “I’m content.” “I don’t want change.”A strong dominant culture of about 40 points.Discuss this profile with colleagues!
26The profile shows (2):‘Congruence’ on 6 cultural aspects: are all 6 dominant in the same culture type?Comparison with other organizationsThe developmental phase of the organization: starting as a pioneer in adhocracy, growing in clan, structuring in hierarchy and assuring results in market culture.
27OCAI Pro: An online account for a team or organization One price – for any number of participantsStart and close it yourself and track the number of participants (but not who they are)Results of all respondents are combined in a report with collective profiles of the current and preferred culture, incl 6 key aspects of culture.
28OCAI Enterprise: An online assessment for an organization With as many sub-profiles as you like (price for number of profiles – not participants):E.g. executives and employees, 4 different locations or Marketing and Production etc.An extensive report with collective profiles of the current and preferred culture, incl 6 aspects of culture, plus all sub profiles explained
29OCAI Extra’s:OCAI Preparation Kit: a practical guide to start and monitor the culture assessmentOCAI Work Kit: a practical guide and road map for a one- or two-day OCAI workshop in your organization. With an easy-to-use PowerPoint presentation and tables that help you concretize culture, define behavioral change, take actionInterview with prof. Kim Cameron & essay Positive Energizers
30OCAI Workshop:The current & preferred cultural profile is the quantitative starting point for solid changeEasy to follow format for a change process that you customize to your situationGet qualitative information in the workshopEngage employeesReach consensus, solve objections and resistanceElaborate to concrete behavior: real change!
32OCAI is used:To help make change, restructuring or downsizing successfulTo assess a possible mergerTo help improve leadership &employee retentionTo check employee satisfactionTo enhance organizational performanceTo help hiring the right people to fit into culture
33Using OCAI+workshop: Turning resistance into cooperation Clarity on where you stand now and where you want to go: a clear motivating visionUsing information and energy from all levels in the organization; employee engagementRealistic plans, momentum to change, hidden conflicts solved: successful, sustainable change
34Utilize OCAI:See how your team or organization can engage in successful, sustainable changeChange culture, change behavior, change performance.Use the easy OCAI format to realize your tailor made successful change. Good luck!