Culture Change Committee / Staff Advisory - Resource Room
Purpose of the Culture Committee (C5)
This committee is tasked with helping senior leadership to guiding a meaningful shift in organizational culture, customer service focus, collaboration and productivity using insights from the OCI (Organizational Culture Inventory) by Human Synergistics. The goal is to move toward a more constructive culture - one that fosters collaboration, accountability, innovation, and shared purpose – focussing on high standards of customer service. Using the OCI results as a foundation, we will identify cultural barriers, co-create targeted strategies, and engage leaders and staff to shape a workplace that supports both individual potential and organizational success. This is culture change by design - not by default.
Foundations
Pre-Readings
OCI Cultural Styles Defined
Briefing Notes
1. Embedding Constructive Norms into Daily Practices - C5 Listening (Sample)
The committee should identify how the Constructive styles (Achievement, Self-Actualizing, Humanistic-Encouraging, Affiliative) can be woven into everyday operations. This means translating cultural ideals into clear expectations, role modeling, and reinforcement at all levels of the organization.
Listening Part A: Tapping the Wisdom of the Crowd
Listening Part B: Observing Behavioural & Attitudial Gaps in Culture
Listening Part C: Discussing Findings and Advice for Senior Leadership
2. Leadership Alignment & Accountability - C5 Engagement (Sample)
Leaders set the tone for culture. The committee should ensure leaders understand their role in modeling constructive behaviors, aligning personal leadership styles (LSI insights) with organizational goals, and being held accountable for visible cultural shifts.
Engaging Part A: LSI & LSI 360 Leadership Feedback - Transforming & Role Modelling Leadership Styles
Engaging Part B: Blue Zone Days - Culture Follows the Leader
Engaging Part C: Discuss Findings and Advice for Senior Leadership
3. Systems, Symbols, and Reinforcement - C5 Sharing Stories (Sample)
Culture shifts stick when they are reinforced. The committee should focus on aligning policies, reward systems, communication methods, and symbols (like recognition programs) with the constructive vision — so the systems of the organization encourage the desired behaviors rather than defaulting to defensive norms.
Sharing Stories Part A: Supporting Concrete Change - Lever for Change Goal Alignment
Sharing Stories Part B: Supporting Concrete Change - Lever for Change Job Design
Sharing Stories Part C: Discuss Findings and Advice for Senior Leadership
Culture Bites Podcast: 169
Why the Leader Will Invest to
Solve Problems and Add Value
Culture Bites Podcast: 173
You Can't Do Culture On Your Own Build a Coalition Around You
Culture Change Committee Staff Advisory
