Corporate Culture Revolution for Organizational Change

Why this Change Management program is successful

The reason this program is successful over other types of initiatives is that the psychological foundations are expanded by the employees themselves, not by management and not by consultants. Each of these Modules contains "Implementation Projects" designed to cultivate ownership and excitement within the ranks of your people. The follow-up DC360 people development modules (in accordance with organizational objectives) reinforce created results and perpetuate passion at work.

While the DC psychological strategies do affect perceptions, there is no "Mindset Change", the process simply brings out facets of identity that Already Exist (although in different environments). And, since there is no change in mindset, it is easier to sustain new existing behaviours under the different circumstances. Factors such as: Creating a Greater Purpose at work, using the DC psychology to achieve that greater purpose, having a language that reinforces awareness and facilitates better communication with less reaction, and creating a Unified Identity that aligns the group with the Greater Purpose.

Involving different organizational hierarchies (i.e. management, supervisors, front line, and support) as equals in the attainment of something better, provides the glue that binds a sense of ownership and brings our self leadership qualities out in the masses. They then become the strike force that ignites the leadership revolution from within, they are the force for the good of the organization. They gain a strong sense of purpose because they fulfilling their own needs through the organization, not just doing the job.

Factors involved in the onsite implementation

Implementation days are where Key influencers share insights and work together with peers on improving the overall company culture, setting structure and guidelines for creating the type of corporate culture They would be Excited to be a part of.
Peer training will require Senior Management, staff and key influencers to be Available for about 3 hours during the 4 implementation days. Key influencers will pair up and work with 8 to 12 staff and/or management during implementation.
During implementation, facilitators and coaches will take on the personal coaching roll for workshop participants.
Online learning modules will require computer with internet connection (if this is an issue, special arrangements can also be made), they are best when sharing with groups of 2 or 3
The final presentation should be about 2 to 3 hours and involve a segment from each department in the organization (preferably all staff) – it is designed as entertainment as well as practical implementation for cultivating a more passionate and interested workforce.
Through onsite implementation, the sustainability of change is incorporated (by management and Key Influencers) into the liaison structure (to be named by the staff in accordance with their Unified Identity) that sets up more accurate communication channels and feedback between leadership and the staff, and reinforces peer guiding principles they came up with. Our experience has been that your people will spend free time and after hours to put these into effect after the initiative