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
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
