System Wide Change
Every organization has a culture (for more on this see our Philosophy about organizational culture) but the best organizations take a proactive role in developing cultures where individuals feel like they belong to something that is positive. This can only occur when people feel valued and when diversity is recognized as a strength. WMFDP’s System Wide Change Initiatives are designed to help you build the culture you want.
These engagements begin with an in-depth review of your current culture and a goal-specific dialogue regarding the areas with the greatest opportunity for improvement and impact on desired results. Next, we set clear objectives related to culture and the changes you want to see, and then we outline a strategy to help you turn diversity into a powerful resource. Finally, we become a virtual team member and provide coaching and follow-up services to help you integrate the lessons learned, overcome obstacles, and evaluate progress.
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WMFDP Five-Step Process For Organizational Culture Change
Step I Assessment and In-depth Review
Step II Prioritize Greatest Opportunities for Improvement
Step III Set Objectives and Outline Strategy
Step IV Build Skills, Transform Mindsets, and Create Partnerships to Turn Diversity into a Powerful Resource
Step V Evaluate Success and Overcome Obstacles
We want to know exactly how to help you. We typically begin our client relationships with an initial phone consultation. Your conference call includes several of our team members. This no-cost assessment allows us to determine an appropriate first step. Other assessments include formal instruments, 360 feedback tools, one-on-one interviews, and process mapping to find opportunities for greatest improvement to uncover hidden strengths.
You can’t do it all at once so prioritizing the steps is very important to your long-term success. First we look at obvious areas that need immediate attention. These can include root causes of lawsuits, the competition’s ability to outperform you due to diversity, poor motivation, or other concerns that are causing you to focus on diversity as a resource.
Truly useful goals are clear, specific, and realistic. We help you set goals for more diverse leadership teams, increased participation in meetings, fewer lawsuits, and we set goals to improve and heighten awareness, understanding, and sensitivity.
One thing is for sure; we don’t do it by lecturing to you. We accomplish these goals by understanding and respecting all of the various stakeholders involved in your diversity efforts. We help white men become part of the diversity effort by showing them that they possess unique cultural attributes that contribute to their frame of reference and their perspective. Then we introduce skills for communicating and listening with greater understanding. We host special on and off-site intensives designed to create partnerships across race, gender, age and sexual orientation. We also address the necessary work that women and people of color need to do with each other to positively impact their diversity partnerships at work with each other as well as with white men. In other words, we don’t just hand you a manual and talk to you about diversity, we lead real life experiences where you can gain first hand insight into the awesome power of diversity.
