Organizational Culture Change Consulting Process



Organizational Culture Change Consulting for Multi-Cultural Organizations

Why Should we get Organizational Culture Change Consulting

Good organizational change leaders create environments that promote competent, happy, motivated, and effective work forces. [See the culture change infographic] But we don’t always have the right system to make it happen, especially in Culturally Diverse organizations. We apply Directive Communication Psychology and it’s organizational culture change consulting processes. These proven DC Change Leadership methods systematize the organizational culture change initiative to cultivate highly effective, cooperative and innovative groups that bring out the best in each other. With the Directive Communication Organizational Change Consulting Process, Environments can be customized for your organization with emphasis on what is most important to your success. Part of the Organizational Change efforts is in nurturing change leaders through the entire organization, see DC psychology leadership models 


Why DC Organizational Culture Change Consulting Programs are Different :

HR managers and Leaders often talk about “Mindset Change”. True that adjustments in perception take place on a regular basis, and some types of Experiential Training can Direct and accelerate the process. But “Mindset Change” is seldom a reality that lasts. The DC system works with the what Your People Already Have.

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 Organizational Culture Change Consulting process 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 “Culture Revolution” Organizational Culture Change Consulting Program is a six step Organizational Development process that begins to show VISIBLE RESULTS in 14 days. The sustainable new culture is embedded in the organization within 80 days.

Organizational Culture Change Consulting leadership


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

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 organizational culture change consulting initiative and culture change process. This employs an additional series of six 1-day workshops, six on-site projects for “Key Influencers” who disseminate this immediately 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.


Applying Directive Communication Psychology to Rapidly build Sustainable Engagement with the Culture Organizational Change Consulting Process

Is it really possible to create a passionate corporate culture in less than 3 months? Most organizational development, organizational 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. the DC Organizational 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 decisions. This program facilitates your people to apply the knowledge and skills required to change “Their” organizational culture one day at a time for their personal success in the process of achieving organizational objectives. The organizational culture change process give them the power but lets senior management guide the outcomes.


Applying Directive Communication Psychology to EVOLVE organizational Culture to the next level

There are 5 levels of corporate culture. Each statistically has proven different levels of efficiency based on comparable skill benchmarks across 8 different industries.

The lowest corporate culture evolution:

“The Blame Culture” harnesses the lowest productivity from its people, averaging at 100 people doing the work of only 68.

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 organizational culture change initiative facilitates your people in building the 5 Pillars of transformation for sustainable organizational culture change.


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.

organizational culture vision

  • 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. This organizational culture change consulting initiative assists 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 “Their” environment. They use their New Ideal leadership Identity and what they have learned about themselves to create an Ideal work environment. This assists in getting them to believe “It Can Happen” and the by-product is a loyal, more passionate and effective groups of people is a high performance organizational culture and peer inspired 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 – employees create their own rules for achieving a cohesive greater company culture. They become far more passionate about being the best they can be in a working environment that supports their success. The Organizational Culture Change Consulting Process facilitates your people to create “Guiding Principles” that 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 there 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**


Excitement of implementation compels people to same progress