Dr Andrew Monk
Chairman, Australian Organic
Manna Farms, Victoria
Our process ensures a high rate of success in turning organisational culture around.
Our unique process has been honed over many years of implementing change management programs with leading organisations and companies across diverse industries.
Step 1: ASK
Management: We hold an initial consultation with you and/or your management team to uncover the aspirational culture, mission and values of your organisation.
Your Staff: We then survey the individuals in your team. Our unique, anonymous online assessment tool is completed anonymously by all employees, which delivers insights into the structure of their individual values.
Step 2: LISTEN
Initial 2-day workshop with your staff establishes the unique twenty-five behaviours that describe your company’s five values. These identified behaviours are used to populate the on-line Cultural Health Check® tool. This is not a cookie-cutter model. The populated on-line tool is unique to your company, which is why it’s so effective.
Online Assessment. After the initial robust two-day workshop, staff are then invited to go on-line to complete an anonymous assessment of the organisation’s cultural health, rating the company’s real culture against the agreed set of behaviours designed by the team.
“A clear picture emerges of whether the company’s aspirational values and culture reflect the reality of what is happening ‘on the ground’ in the organisation.”
The Culture Doctor® certifies the Cultural Health of the organisation at this level rated by the team.
Step 3: ACT
If cultural weaknesses have been identified, we can help you strengthen them. Alternatively, you may have received a gold standard for your workplace culture, but you want to strive for platinum.
STEP 4: ASK AGAIN
Any effective change management process requires regular monitoring and maintenance. We re-evaluate your organisation’s culture every six months to ensure the change strategies are on-track. It is at this six-month mark that The Culture Doctor® renews your licence to use your existing standard (silver, gold, platinum), or issues a new standard.
A beliefs-based culture is in formation at this point in the virtuous cycle or Kaizen (continuous improvement) thus initiated.
The results of this rating process (ASK; LISTEN) become the input for the design of micro-strategies that the team believes are key to lifting a select number of the least-preferred behaviours. This output of micro-strategies fuels the six-month ACT phase where the change micro-strategies are implemented by the team.
After six-months of implementing the continuous improvement (Kaizen) cycle, the team rates the company on their on-line tool and, in that way a new cycle is initiated.