Organizational Culture Change Strategy – Arthur Carmazzi
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Applying the 5 pillars of transformation relies on getting people to believe they CAN create the change they want in their organizational culture. This is the Greater Purpose that everyone can believe in… but the key is in the speed of the results achieved by the Methodology. Directive Communication Psychology has been applied as the foundational science of employee engagement to achieve this by providing fast visible results in organizational culture change. After the discovery and senior management sessions, staff is exposed to the subconscious effects that each of them have on their work culture. The “Key Influencers” are the initiators and they work with their peers and superiors to create their “Identity” and are also exposed to the genetic way their brain processes information, which helps define issues with communication and causes of conflict within the organization or teams.
All this is accomplished in the first 3 “active” days of the organizational change initiative, and it provides the required “BUZZ” that gets things going.
We have tried this in the past where the initiative was spread out over a longer period of time and the results were not as profound. Yet every program we have done with the active elements applied in the first 2 weeks and implemented in the first 3 months has achieved effective and sustainable culture change.
The key is speed of implementation. When people start to identify the root causes of their problems at work and see the real possibility of solving these problems that are preventing them from having more fulfillment and success, they become more motivated, more engaged and they more actively participate in the implementation of the culture change initiative.
To discover more on the Directive Communication Organizational Culture Change process by Arthur Carmazzi visit: http://carmazzi.net/organizational_culture_organizational_change.php