Whilst undertaking a cultural diagnostic together we will be exploring 7 aspects of their organisation culture, including:
What is representative of the organisation and the people within it?
Where does the power lie, are certain people or departments particularly influential?
What are the formal reporting lines within the organisation and what does this mean in terms of relationships?
What are the processes and procedures in place to govern and control the organisation?
5. Routines and Rituals
What are the custom and practices within the organisation, either formal or informal?
What stories live on and are told about your organisation and the people within it?
Together these determine
7. the Paradigm within which people are working.
The paradigm is the “essence” of an organisation, that intangible something that makes it unique and determines how it feels to work around here. Recognising the paradigm of an organisation is vitally important to the wellbeing of the individuals and signifies the health and sustainability of the organisation.
The purpose of the diagnostic is to engage employees and encourage input from across the organisation. Through individual interviews and focus groups, a detailed picture of the health of the organisation will be built, what is working well and what needs further investigation and potential change. Resulting change may relate to systems, processes and/or people as unsupportive elements currently contributing to the paradigm emerge.