ORGANIZATIONAL CULTURE CHANGE CONSULTING FOR MULTI-CULTURAL ORGANIZATIONS
HOW OUR CORPORATE CULTURE CHANGE REVOLUTION CONSULTING SYSTEM WORKS
See the Directive Communication “Culture Revolution” Organizational Culture Change Consulting
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. Here are more insights on organizational culture change
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, we 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. The DCI Organizational Culture Change Consulting [see Organizational culture revolution consulting process and pricing] facilitate your people to create this environment. 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
BUILDING GUIDING PRINCIPLES
- 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.
RECOGNIZING THE HERO’S
ACTIONABLE PROBLEM SOLVING
- 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**
Excitement of implementation compels people to same progress