Culture survey

[Chris Kloth]

As William suggests, being asked to do "an exercise in culture change" 
can be both exciting and treacherous.  Is this really a change of the 
whole culture, or does it refer to changing the culture within a portion 
of a larger organization or system?   The former can be a big job, but 
the latter can be a trap waiting to be sprung.


My sense is that "culture surveys" are based on sets of values, beliefs, 
assumptions and, maybe, data from research also based on sets of values, 
beliefs and assumptions.   Some consultants have in mind what they think 
of as an "ideal" culture which they try to help organizations adopt.  
Others are more inclined to engage the client determining what they hope 
for.  OST can be one valuable step in this process.


When someone tells me they want to do culture change I ask them to tell 
me a story about what makes them think this is something they should 
do.  As  they tell the story they are likely to reveal (explicitly or 
implicitly) what their impressions are about the values, beliefs, 
assumptions and data that define the current culture and what they 
imagine a better culture might look like.  This allows me to get a feel 
for whether or not they really want to engage in culture change or 
lesser changes - which may be fine.  It also helps me determine if there 
is a reasonable "fit" between be and the client before we proceed.  
Assuming we decide to work together it also helps me choose from a 
survey that may already have been developed be someone else and seems 
aligned with the situation or to design one that fits the situation.


In addition to William's suggestions for sources, there is always the 
"oldies but goodies" resource: the University Associates Annual 
Facilitator Guides.  Some of their instruments seem as useful and 
relevant today as they were when created many years ago.  Alternatively, 
they give me ideas for how do design a survey that fits the current 
situation.


Shalom,


Chris Kloth

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