In my last post, we saw the topics of the first Change Circle after using the OCAI culture survey.

In my last post, we identified four strategies of organizational change.

Now we know how change tends to succeed, how it can fail, and how to check the four archetypes of culture as a star

When you’d like an organizational change to succeed it’s a good idea to start where people are: current culture, as discussed

Now that we are more aware of the conditions for successful change and the reasons

Are you frustrated about change? Many people are. Both in our personal and in our work lives, it can be a challenge.

Why would we even look at what is not working well in organizational change?

Do you know that culture is one of the main reasons for the huge failure rate of organizational change?

Have you ever considered changing corporate culture in and through meetings? It may be an easy starting point after doing the OCAI culture survey.

What are the “undiscussables” in your workplace? Is there something that almost everyone knows but no one mentions…? Welcome to the heart of organizational culture!

Clients that use the OCAI to assess their current and preferred culture often do this to change or improve their culture.

Who you are, has become more important since our economies deliver numerous services, and we are knowledge workers in varying projects while our societies ride the waves of global change.