Hello Friends,
We are working on preparing a standard on Organizational Culture. We conducted a workshop to gather employees' opinions on how they envision their organization's culture and the areas we need to improve upon.
Now, I am seeking your assistance in presenting this standard. Could someone please share a template for presenting it effectively so that it is not just documented but also well-implemented within the organization?
Regards,
Surabhi
From Germany, Frankfurt Am Main
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9We are working on preparing a standard on Organizational Culture. We conducted a workshop to gather employees' opinions on how they envision their organization's culture and the areas we need to improve upon.
Now, I am seeking your assistance in presenting this standard. Could someone please share a template for presenting it effectively so that it is not just documented but also well-implemented within the organization?
Regards,
Surabhi
From Germany, Frankfurt Am Main
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Dear Surabhi,
You recently conducted a workshop on organizational culture and also carried out an employee opinion survey. However, there seems to be an issue in presenting this information. It's like the elephant has passed, but what is preventing its tail from moving forward?
I recommend structuring the presentation into three parts as follows:
(a) Explanation of organizational culture and its impact on growth.
(b) Details of the activities conducted, such as the workshop participants, survey details, and the individuals involved.
(c) Your recommendations on what actions need to be taken, how progress will be measured, and the timeline for implementation.
If you prefer, you can prepare the presentation and email it to me for review when convenient for you.
Best regards,
Dinesh Divekar
From India, Bangalore
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You recently conducted a workshop on organizational culture and also carried out an employee opinion survey. However, there seems to be an issue in presenting this information. It's like the elephant has passed, but what is preventing its tail from moving forward?
I recommend structuring the presentation into three parts as follows:
(a) Explanation of organizational culture and its impact on growth.
(b) Details of the activities conducted, such as the workshop participants, survey details, and the individuals involved.
(c) Your recommendations on what actions need to be taken, how progress will be measured, and the timeline for implementation.
If you prefer, you can prepare the presentation and email it to me for review when convenient for you.
Best regards,
Dinesh Divekar
From India, Bangalore
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Hi Surabhi,
One part is to educate people on how the culture change can be effected. The other, and the main part, is to implement the culture change in the company. The first part involves education and providing information, which can be achieved through workshops. However, if the goal is to bring about a culture change in a company, it would be a significant undertaking that may require up to three months of work.
I represent Directive Communication International here in India, under the leadership of Mr. Arthur F. Carmazzi. We have successfully completed cultural change programs in various organizations, such as Emirates Hospitality and Singapore Hospitals. For more details, please visit www.directivecommunication.com.
In cultural change programs, the first step is to identify problem areas and then implement solutions using Directive Communication Psychology. It is crucial for the top management to be actively involved in the program; otherwise, the change may not be effective.
Regards,
Maj (Retd) Deepak Dutt
From India, Delhi
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One part is to educate people on how the culture change can be effected. The other, and the main part, is to implement the culture change in the company. The first part involves education and providing information, which can be achieved through workshops. However, if the goal is to bring about a culture change in a company, it would be a significant undertaking that may require up to three months of work.
I represent Directive Communication International here in India, under the leadership of Mr. Arthur F. Carmazzi. We have successfully completed cultural change programs in various organizations, such as Emirates Hospitality and Singapore Hospitals. For more details, please visit www.directivecommunication.com.
In cultural change programs, the first step is to identify problem areas and then implement solutions using Directive Communication Psychology. It is crucial for the top management to be actively involved in the program; otherwise, the change may not be effective.
Regards,
Maj (Retd) Deepak Dutt
From India, Delhi
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