1. All content and images Copyright © 2015 Denison Consulting, LLC. All Rights Reserved. Organizational Culture: Change Over Time Time 1 Time 2 Researchers at Denison compared the culture scores from the first and second survey administrations of 160 organizations Overall, culture scores improved in their follow-up survey for all indexes

2. All content and images Copyright © 2015 Denison Consulting, LLC. All Rights Reserved. Organizational Culture: Gap Analysis Time 1 Time 2 The percentile gap analysis showed that organizations that used the DOCS more than once increased their culture scores at Time 2 by 14 percentile points on average. Overall, this study suggests that organizations tend to improve their culture over time.

3. All content and images Copyright © 2015 Denison Consulting, LLC. All Rights Reserved. Strong Culture: Top 25% Weak Culture: Bottom 25% We compared culture scores of between the top 25% organizations and the bottom 25%. Organizations with a strong culture maintained their scores; their overall score changed from 79 to 80. Organizations with a weak culture showed a drastic increase in all index, changed from about 15 to 42 points. Change Over Time: Strong vs Weak Cultures

4. All content and images Copyright © 2015 Denison Consulting, LLC. All Rights Reserved. Change Over Time: Gap Analysis Once organizations have a strong culture, they are likely to focus on sustaining the culture. For the bottom quartile organizations, it seems that their Time 1 scores acted as a catalyst for change and motivated organizations to transform their culture to a high performing culture. In summary, these analyses suggest that the DOCS, as a diagnostic and developmental tool, can help organizations with a weak culture to prioritize their actions and focus on building a stronger culture that is conducive to a high performance culture.

5. All content and images Copyright © 2015 Denison Consulting, LLC. All Rights Reserved. Culture Change by Organization Size Small = 1-200 employees (55 orgs) Medium = 201-1,000 employees (35 orgs) Large = 1,001+ employees (60 orgs) Though all sizes of organizations showed significant improvement over time, small organizations experienced the strongest positive changes. With fewer employees and less complex organizational structures, gaining the internal resources, support, and strategic alignment necessary to successfully implement a culture change process may be less difficult for a smaller organization.