As FF says - you need to know where you are in order to plan your route.

You should undertake a holistic diagnostic review of your organization. This should include all factors in the PRIMO-F model

• People
  
• Resources
  
• Innovation
  
• Marketing
  
• Operational
  
• Finance

Only then can you decide what actions to take and what models may be appropriate to use.

The more senior the individuals taking part in this process the more likely the success.

You mention culture - this is really important. Many OD people think you can just change it - you cannot - but you can worth with it to adapt and change.
Good luck
Mike

quote:

Originally posted by drs:

The best approach is to focus............ a compelling saga, cultural death/birth methods, management team transformation, and tribal environmental changes (symbols, rituals, etc.).

I may regret asking, but what the heck is "cultural death/birth methods" and "tribal environmental changes"? Management team transformation is self-explanatory, but I'm wondering how "compelling saga" relates to organizational culture change.

This message has been edited. Last edited by: KaliKo,

quote:

Originally posted by KaliKo:

quote:

Originally posted by drs:

The best approach is to focus............ a compelling saga, cultural death/birth methods, management team transformation, and tribal environmental changes (symbols, rituals, etc.).

I may regret asking, but what the heck is "cultural death/birth methods" and "tribal environmental changes"? Management team transformation is self-explanatory, but I'm wondering how "compelling saga" relates to organizational culture change.

Hi KaliKo, LOL about the "regret" part. Not enough room here for a comprehensive answer but let's try.

Briefly, these elements were developed from studying the high failure rates of culture change programs (70% to 100% depending on which study referenced). My early research at MIT and Johns Hopkins uncovered that even though academic studies and the general employee population knew this was true, these stats were missing in the consulting/training brochures and programs.

The only analysis on how to reverse the failure rates which seemed to work was based on the platforms of anthropology and, more recently, evolutionary genetics. Controversial, yes, but we continue to validate with over 1,000 CEOs each year. Some methods are politically-incorrect but scientifically accurate.

Regarding your first question, this has to do with release of ego-driven behavior which can hinder or paralyze company cultures, and genetic triggers for instinctive group behavior. Some mainstream experts advise to focus on the future and ignore the past. We find that it's not an issue of the past, but DNA. That's why dysfunctional behavior lingers so long. Not enough room here to elaborate but I can send more content on this to you if you like in a seperate email. Initial traction was achieved with the research we released in The Code of the Executive, published about 7 years ago.

The Compelling SAGA issue has to do the the brain's capacity to override biological-ego with a greater story/drama. In other words, not avoiding drama as advised by some, but using the drama. Great scientific reseach has been published on why it's a biological requirement for our species. More content on this will be released this year in our next book from Jossey-Bass. It's based on the NBC special a couple weeks ago on Chris Warner's K2 summit - my co-author - and how leadership occurs in "death zone environments" where there are no motivational speakers, consultants, or pop-theories; just raw biological instinct. I can send some pre-published material on this if you like.

Hope this helps as brief as it is. Let me know if you're interested in more data.

Drs,

Thanks for the info. It sounds interesting. How did you validate this with 1000 CEOs? What kind of experiments did they agree to participate in? Even if research does validate this theory, how will you ever be able to convince enough corporate types to actually do what you suggest? For example, how would you go about enacting a drama of a "death zone environment"? Couldn't that prove psychologically damaging to some people? One of the down sides to psychodrama is that many people end up with more problems than before the experience. Also, it would be extremely difficult to guarantee the drama "leader" or facilitator were qualified to do it in the first place. I think everybody would just yell, "psychobabble" and not even bother.

The DNA piece of the puzzle is interesting too. If our
behavior is so grounded by DNA, how have so many psychologists been so successful at changing dysfunctional behavior - especially at changing group behavior?

And if we're talking about a whole organization changing its culture, wouldn't almost everyone in the organization have to participate?

quote:

Originally posted by KaliKo:
Drs,

Thanks for the info. It sounds interesting. How did you validate this with 1000 CEOs? What kind of experiments did they agree to participate in? Even if research does validate this theory, how will you ever be able to convince enough corporate types to actually do what you suggest? For example, how would you go about enacting a drama of a "death zone environment"? Couldn't that prove psychologically damaging to some people? One of the down sides to psychodrama is that many people end up with more problems than before the experience. Also, it would be extremely difficult to guarantee the drama "leader" or facilitator were qualified to do it in the first place. I think everybody would just yell, "psychobabble" and not even bother.

The DNA piece of the puzzle is interesting too. If our
behavior is so grounded by DNA, how have so many psychologists been so successful at changing dysfunctional behavior - especially at changing group behavior?

And if we're talking about a whole organization changing its culture, wouldn't almost everyone in the organization have to participate?

Great questions! But am sure they will generate many more so perhaps direct interactive dialogue is better than loading up the forum with pages of content at this point (unless other readers are interested). Invite me into a Private Dialogue and I'll send you my contact info.