Corporate Culture Revolution

Organizational Culture Change Management for Multi-Cultural Organizations

As leaders, if we are doing a good job, we are creating environments that promote competent, happy, motivated, and effective work forces. But we don’t always have the right system to make it happen, especially in Culturally Diverse organizations. Using Directive Communication Psychology in a Systematic Change Process and applying DC Change Leadership methods, your organization can cultivate highly effective, cooperative and innovative groups that bring out the best in each other. With the Directive Communication Organizational “Change Management” Process, Environments can be customized for you organization with emphasis on what is most important to your success.

HOW OUR CORPORATE CULTURE CHANGE REVOLUTION SYSTEM WORKS

Why DC Culture Change Management Programs are Different :
HR managers and Leaders often talk about “Mindset Change”. While adjustments in perception take place on a regular basis, and some types of Experiential Training can Direct and accelerate the process, “Mindset Change” is seldom a reality that lasts. The DC system works with the what Your People Already Have and develops awareness’s of how to get more of what THEY want through the creation of a Top Guided Bottom Up Implementation of the IDEAL corporate Culture

The Directive Communication Revolution Change Management Program is a six step Organizational Development process that takes place over 14 to 60 days (depending on organization size and time constraints).

CORPORATE CULTURE REVOLUTION

Multiple day Implementation initiative to Cultivate a Sustainable productive and passionate corporate culture

HR managers and Leaders often talk about “Mindset Change” to affect corporate culture change. While adjustments in perception take place on a regular basis within individuals, and some types of Psychology based Experiential Training can Direct and accelerate the process, REAL “Mindset Change” is seldom Long Term regardless of the change management initiative. Why? Because we are a product of the environments (groups and teams) we interact in, and if the psychology of the environment was not addresses and modified, behavior will eventually return to its level of complacency. In other words Your Efforts FAIL! and that would be bad!!!

The process employs a series of five 1-day workshops and four on-site projects with three coaching sessions for senior management followed by the application of Directive Communication psychology to build the 5 Pillars of transformation and apply “Culture Evolution” strategies (see video) in the change management and culture change process. This employs an additional series of six 1-day workshops, six on-site projects for “Key Influencers” who diseminate this immedialty to the workforce then followed up by on half day

event for the entire workforce (depending on the industry), with four coaching sessions for senior management.

The result: minimum 82% organisational culture alignment, increased levels of communication, better leadership abilities, and highly effective, cooperative groups that bring out the best in each other. The DC Organisational Development “Change Management” Process, is customized for you organization with emphasis on what is most important to your success.

CREATING A CORPORATE CULTURE WHERE EMPLOYEES PASSIONATELY LIVE THE ORGANIZATION’S VISION

Applying Directive Communication Psychology to Rapidly build Lasting Passion that evolves Productivity and Organizational Effectiveness

Is it really possible to create a passionate corporate culture in less than 3 months? Most organizational development, corporate culture change or change management programs would have you believe that it’s impossible. Why? Because traditionally, corporate culture change begins with Policy change, which will eventually lead to behavior change (if it is accepted enough to last), which will eventually lead to changes in perception, which will lead to changes in emotional gratifications within the organization, which will eventually lead to culture change. Yet, with this process, if it lasts, will take years. Corporate Culture Evolution requires the functional base of Directive Communication psychology at the mental, emotional and physical levels to create

a common method of communication, understanding and approaching tasks and decisionsThis program facilitates the knowledge and skills required to use DC Culture Evolution strategies in the change management and culture change process.

EVOLVING YOUR CORPORATE CULTURE

Applying Directive Communication Psychology to advance Corporate Culture to the next level

There are 5 levels of corporate culture, and each statistically has proven different levels of efficiency based on comparable skill benchmarks across 8 different industries. The lowest corporate culture: “The Blame Culture” harnesses the lowest productivity from its people, averaging at 100 people doing the work of only 68. While, at the highest level of corporate culture evolution, the Leadership Enriched Culture, 100 people are doing the work of 159. That’s like having an extra 59 free employees more than the Average, non-dysfunctional corporate culture. Would that make you more competitive? There is a better, faster way! By applying the Directive Communication 5 Pillars of transformation, an organisation can see a noticeable change in 3 weeks and solidify a new more passionate corporate culture in three months.

This course facilitates the knowledge and skills required in building the 5 Pillars of transformation for change management and culture change.

CREATING A LEADERSHIP ENRICHED ORGANIZATIONAL CULTURE

With the right team culture, much of the frustrations and operational difficulties are effectively reduced. As a Leader, you will need to nurture a success centered environment of trust and loyalty. An environment that supports each team member to Maintain your Ideal Leadership Identity and intuitively act without needing someone to tell them what to do. Culture is the decision making foundation for all team members to deliver your promise and acting on your leadership Identity alone is not enough to keep your people motivated and continuing to build their competence focus. To achieve greater results, you must put a culture in place.

  • Instilling Vision – The fact is that 97% of team members, regardless of culture, education or background, actually share a common vision (based on an ongoing DCI study). The problem is that they do not realize it because they get “Busy” and often focus on the process instead of the objective. By assisting them to find, clarify and focus on the common desire to create a better more cooperative and more respectful working environment, they are primed to succeed and nurture success for all who become a part of that environment. Using their Ideal leadership Identity and what they have learned about themselves will assist in getting them to believe “It Can Happen” and the by-product is a loyal, more passionate and effective groups of people who are inspired by your leadership

  • Recognizing the Hero’s – Stories are part of the essence of team culture, unfortunately, many stories are negative and perpetuate complaining instead of problem solving. The participants will identify multiple hero’s throughout the company, and tell their stories by writing emails.

  • Building Guiding Principles – Learn the process to get employees to create their own rules for achieving a cohesive greater objective while becoming far more passionate about being the best they can be in a working environment that supports their success. Guiding principles help all employees to make effective decisions on their own and be creative in handling problems… in other words, you don’t need to be their all the time to make sure things are handled the in congruence with what the company represents.

  • Actionable Problem Solving – throughout the course, participants will apply daily learning to solving real workplace problems they identified at the beginning of the workshop. Each module will result in new actionable steps each participant will take on return to work. This is measured through social media cataloging* and driven by public commitments**

SHARING IMPLEMENTATION

Excitement of implementation compels people to same progress

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