Organizational Excellence

CULTURAL ASSESSMENT SERVICES

1. The Denison Culture & Leadership Development Models
3. Overview:
5. Although the notion of "organizational culture" has been present in business, organizational and academic literature since the early 1980's, it has long been considered intangible, esoteric, difficult to manage and having little to do with an organization's performance. However, thanks to the work of Daniel Denison at the University of Michigan Business School we have made enormous strides in our ability to quantify and measure business culture, view culture from a behavioral perspective, and link this seemingly "soft" issue to specific bottom line performance results such as profitability, market share, sales growth, innovation, quality, employee satisfaction, employee performance and more.
7. The work of Dr. Denison, in partnership with Caroline Fisher, to date includes over 2,000 organizations from the around the globe and ranging in size, sector, industry and age. Their research, intervention work and consulting experience has created breakthrough understanding of culture's impact on both creating and sustaining the value of the business enterprise -- and the effectiveness of all organizations, public, private and not-for-profit.
9. Applications:
11. Leaders around the globe are now leading and applying organizational culture principles to support major stratigic intiatives and performance goals including:
13. - Mergers and Aquisitions
    - Launch of a new corporate strategy
    - Customer Service Improvement
    - Quality Improvement
    - A new organizational vision

    -Team alignment

    -Employee effectivenes
    -A new CEO and/or executive team

    -Organizational restructuring

    -Industry deregulation
15. The Denison Culture & Leadership Development models allow a leadership team to quickly:
    
    Create a cultural baseline (current state of the organization, department or team)
    
    Define cultural benchmarks that will drive desired bottom line results

1. Prioritize change, intervention or training initiatives according to short, mid and long term relevence - in relation to desired bottom line results
   
2. Create a shared language, understanding and frame of reference within the organization, department and/or team concerning "organizational culture"
4. Develop competencies within leaders and within individuals at all levels of the organization to specifically support and drive the desired business culture
   De

Human Resource Services	Training and Development
Organizational Development	Cultural Assessment
Moffet Consulting

Don't Just Train...Train for Impact

© Moffet Consulting 2010 All rights reserved
Site Design: Gordon Group, LLC