Click here to load reader

Using the Five Ps to Drive Organizational Change

  • View

  • Download

Embed Size (px)


Is everyone in the organization practicing the principles critical to your organization’s success? In this competitive landscape, organizations cannot afford deficiencies in execution. Discover a way to focus, unify and align everyone in the organization around a few vital core principles. Simplify how you approach organizational change. Use the Five Ps so that your organization makes needed change, delivers on its promises and excels.

Text of Using the Five Ps to Drive Organizational Change

  • Using the Five Ps to Drive Sheila L. Margolis, PhD 2014 Sheila L. Margolis
  • Organizations Are Constantly Going through Change Some Good, Some Wasteful and Some Damaging
  • Lets Simplify Organizational Change
  • Lets Use the Five Ps to Drive Organizational Change 5
  • Think About Your Organization Using the Five Ps: Purpose, Philosophy, Priorities, Practices & Projections
  • The Central Three Ps Are Purpose, Philosophy & Priorities: the Organizations Core Culture
  • Core Culture Is the Organizations Guiding Principles & Values
  • Core Culture Is the Essence of your Organizations Culture Core Culture Is the Foundation for Why the Organization Is in Business and the Framework for How Employees Conduct Business
  • Core Culture Is the Guide for Employee Behavior, Directed at Organizational Goals, Accomplished through Shared Principles & Values
  • Therefore, Organizational Change Must Be Aligned with the Core Culture
  • To Drive Organizational Change Using the Five Ps, rst, Dene Core Culture --the Purpose, Philosophy & Priorities-and then, Align Practices and Projections with the Core Culture
  • The First P of the Five Ps and a Part of Core Culture Is Purpose 1
  • Purpose Is the Fundamental Reason Why the Organization Exists
  • Purpose Is the Answer to the Question: Why Is the Work You Do Important? Purpose Is the Cause that Denes Employees Contribution to Society through their Work
  • Purpose Is a Human Focus Purpose Is Inspirational and Motivational
  • Purpose Is the Organizations Role in Improving Life and the World We Live in
  • Any Organizational Change Should Ultimately Support the Purpose
  • The Second P of the Five Ps and a Part of Core Culture Is Philosophy 2
  • Philosophy Is a Small Set of Fundamental, Distinguishing and Enduring Principles/Values that Guide How Employees Work
  • And How You Do Work Matters
  • Philosophy Is like the Personality or Character of the Organization Philosophy Provides Continuity in the Organizations Principles & Values Over Time
  • Philosophy Is How Insiders View the Organization as Being Dierent, Especially from Competitors
  • Any Organizational Change Should Align with the Philosophy
  • Typically, Only Minor Changes Are Needed in the Purpose or Philosophy Unless the Organization Cannot Stay in Business Being Who It Is
  • The Third P of the Five Ps and a Part of Core Culture Are Priorities 3
  • Priorities Are Principles & Values that Further Guide How Employees Work
  • Priorities Are Where Organizations Embed Change in the Core Culture
  • Organizations Have Strategic and Universal Priorities
  • Strategic Priorities Are Linked to Business Goals Strategic Priorities Are the Additional Principles/Values Needed to Achieve the Organizations Strategy When You Change Strategy, Evaluate Changing Strategic Priorities
  • Strategic Priorities Enhance the Competitiveness of the Organization and Enable It to Thrive
  • Changing Strategic Priorities Is a Way to Shape Culture and Drive Change
  • Universal Priorities Are the Values that Promote an Engaged Workforce: Fit, Trust, Caring, Communication, Achievement & Ownership
  • Universal Priorities Questions: Do I Fit? Do I Trust Them? Do They Care About Me? Am I Informed and Do They Listen? Am I Growing, Developing, Achieving? Do I Feel Like an Owner? Employees Who Answer Yes to these Questions Are More Likely to Be Engaged
  • Change May Be Required if the Organization Is Decient in any of these Universal Priorities
  • Any Organizational Change Should Support the Strategic and/or Universal Priorities
  • Most Organizational Change Is with the Remaining Two Ps: Internal & External Practices and Projections
  • Core Culture Is Meaningless if Its Not Infused into Practices and Projections
  • Most of the Changes an Organization Needs Is to Be Better at Practicing and Projecting the Principles & Values of the Core Culture
  • The Fourth P of the Five Ps Is Practices 4
  • Practices Are the Behaviors and Actions of Employees of the Organization
  • Practices Are Opportunities to Convert Core Culture Principles & Values into Actions
  • Practices Can Be Internal or External
  • Internal Practices Aect Employee-to-Employee Interactions
  • Internal Practices Include the Structure of the Organization; How Work Is Designed; and Systems, Processes, Equipment & Technology for Doing Work
  • Internal Practices also Include Internal Communications and HR Practices such as Recruitment, Selection & Retention; On-boarding; Training & Development; and Performance Management
  • External Practices Aect Employee Behaviors with Others Outside the Organization
  • External Practices Include Markets & Customers, Products & Services Oered and Suppliers/Vendors & Business Partners
  • Review Internal and External Practices Are Practices Aligned with the Core Culture? Do Practices Support and Reect the Core Culture? If Not, Then Make Change
  • The Fifth P of the Five Ps Is Projections 5
  • Projections Are the Images the Organization Projects to the Public
  • Projections Include the Organizations Name, Logo & Symbols; Marketing, PR & Advertising; Employee Dress/Uniforms; Oces & Stores; Location of Company Headquarters; Image of the Leader; and Community Activities
  • Review Projections Are Projections Aligned with the Core Culture? If Not, Then Make Change
  • Screen Potential Changes by Answering this Question: Does the Change Align with and Support the Core Culture?
  • Change Is Dicult Change Adds Uncertainty Change Can Be Threatening
  • For any Change to Stick, the Change Must Be Aligned with the Core Culture
  • Because Core Culture Is Who the Organization Is and How It Must Be to Thrive
  • And Core Culture Is What Loyal Employees Are Connected To
  • Use the Five Ps to Drive Organizational Change

Search related