Is everyone in the organization practicing the principles critical to your organization’s success? In this competitive landscape, organizations cannot afford deficiencies in execution. Discover a way to focus, unify and align everyone in the organization around a few vital core principles. Simplify how you approach organizational change. Use the Five Ps so that your organization makes needed change, delivers on its promises and excels.
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4. Let’s Use the Five Ps to
Drive Organizational Change
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5. Think About Your Organization
Using the Five Ps:
Purpose, Philosophy, Priorities,
Practices & Projections
6. The Central Three Ps Are
Purpose, Philosophy & Priorities:
the Organization’s Core Culture
7. Core Culture Is the Organization’s
Guiding Principles & Values
8. Core Culture Is the Essence of your
Organization’s Culture
Core Culture Is
the Foundation for Why the
Organization Is in Business
and
the Framework for How
Employees Conduct Business
9. Core Culture
Is the Guide
for
Employee Behavior,
Directed at
Organizational Goals,
Accomplished through
Shared Principles & Values
11. To Drive Organizational Change
Using the Five Ps,
first,
Define Core Culture
--the Purpose, Philosophy & Priorities-and then,
Align Practices and Projections with the
Core Culture
12. The First P of the Five Ps
and a Part of
Core Culture
Is
Purpose
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14. Purpose Is the Answer to the Question:
Why Is the Work You Do Important?
Purpose Is the Cause that Defines
Employees’ Contribution to Society
through their Work
15. Purpose Is a Human Focus
Purpose Is
Inspirational and Motivational
16. Purpose Is the Organization’s Role
in Improving Life
and
the World We Live in
21. Philosophy Is like the Personality or
Character of the Organization
Philosophy Provides Continuity in the
Organization’s Principles & Values
Over Time
22. Philosophy Is How Insiders View the
Organization as Being Different,
Especially from Competitors
29. Strategic Priorities Are Linked to Business
Goals
Strategic Priorities Are the Additional
Principles/Values Needed to Achieve the
Organization’s Strategy
When You Change Strategy,
Evaluate Changing Strategic Priorities
32. Universal Priorities Are the Values that
Promote an Engaged Workforce:
Fit,
Trust,
Caring,
Communication,
Achievement &
Ownership
33. Universal Priorities Questions:
Do I Fit?
Do I Trust Them?
Do They Care About Me?
Am I Informed and Do They Listen?
Am I Growing, Developing, Achieving?
Do I Feel Like an Owner?
Employees Who Answer “Yes” to these
Questions Are More Likely to Be Engaged
34. Change May Be Required if the
Organization Is Deficient in any of these
Universal Priorities
44. Internal Practices Include
the Structure of the Organization;
How Work Is Designed;
and
Systems, Processes, Equipment &
Technology for Doing Work
45. Internal Practices also Include
Internal Communications
and
HR Practices such as
Recruitment, Selection & Retention;
On-boarding;
Training & Development;
and
Performance Management
48. Review Internal and External Practices
Are Practices Aligned with the
Core Culture?
Do Practices Support and Reflect the
Core Culture?
If Not, Then Make Change
51. Projections Include the Organization’s
Name, Logo & Symbols;
Marketing, PR & Advertising;
Employee Dress/Uniforms;
Offices & Stores;
Location of Company Headquarters;
Image of the Leader;
and
Community Activities