using the five ps to drive organizational change

59
Using the Five Ps to Drive Sheila L. Margolis, PhD © 2014 Sheila L. Margolis

Upload: sheila-margolis

Post on 11-Aug-2014

3.085 views

Category:

Business


19 download

DESCRIPTION

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.

TRANSCRIPT

Page 1: Using the Five Ps to Drive Organizational Change

Using the Five Ps to Drive

Sheila L. Margolis, PhD

©2014 Sheila L. Margolis  

Page 2: Using the Five Ps to Drive Organizational Change

Organizations Are Constantly Going through Change…

Some Good, Some Wasteful and Some Damaging

Page 3: Using the Five Ps to Drive Organizational Change

Let’s Simplify Organizational Change

Page 4: Using the Five Ps to Drive Organizational Change

5  Let’s Use the Five Ps to

Drive Organizational Change

Page 5: Using the Five Ps to Drive Organizational Change

Think About Your Organization Using the Five Ps:

Purpose, Philosophy, Priorities, Practices & Projections

Page 6: Using the Five Ps to Drive Organizational Change

The Central Three Ps Are Purpose, Philosophy & Priorities:

the Organization’s Core Culture

Page 7: Using the Five Ps to Drive Organizational Change

Core Culture Is the Organization’s Guiding Principles & Values

Page 8: Using the Five Ps to Drive Organizational Change

Core Culture Is the Essence of your Organization’s Culture

Core Culture Is the Foundation for Why the Organization Is in Business

and the Framework for How

Employees Conduct Business

Page 9: Using the Five Ps to Drive Organizational Change

Core Culture Is the Guide

for Employee Behavior,

Directed at Organizational Goals,

Accomplished through Shared Principles & Values

Page 10: Using the Five Ps to Drive Organizational Change

Therefore, Organizational Change Must Be Aligned with the

Core Culture

Page 11: Using the Five Ps to Drive Organizational Change

To Drive Organizational Change Using the Five Ps,

first,

Define Core Culture --the Purpose, Philosophy & Priorities--

and then, Align Practices and Projections with the

Core Culture

Page 12: Using the Five Ps to Drive Organizational Change

1  

The First P of the Five Ps and a Part of

Core Culture Is

Purpose

Page 13: Using the Five Ps to Drive Organizational Change

Purpose Is the Fundamental Reason

Why the Organization Exists

Page 14: Using the Five Ps to Drive Organizational Change

Purpose Is the Answer to the Question: Why Is the Work You Do Important?

Purpose Is the Cause that Defines Employees’ Contribution to Society

through their Work

Page 15: Using the Five Ps to Drive Organizational Change

Purpose Is a Human Focus

Purpose Is Inspirational and Motivational

Page 16: Using the Five Ps to Drive Organizational Change

Purpose Is the Organization’s Role in Improving Life

and the World We Live in

Page 17: Using the Five Ps to Drive Organizational Change

Any Organizational Change Should Ultimately Support the Purpose

Page 18: Using the Five Ps to Drive Organizational Change

2  

The Second P of the Five Ps and a Part of

Core Culture Is

Philosophy

Page 19: Using the Five Ps to Drive Organizational Change

Philosophy Is a Small Set of Fundamental, Distinguishing

and Enduring

Principles/Values that Guide How

Employees Work

Page 20: Using the Five Ps to Drive Organizational Change

And How You Do Work Matters

Page 21: Using the Five Ps to Drive Organizational Change

Philosophy Is like the Personality or Character of the Organization

Philosophy Provides Continuity in the Organization’s Principles & Values

Over Time

Page 22: Using the Five Ps to Drive Organizational Change

Philosophy Is How Insiders View the Organization as Being Different,

Especially from Competitors

Page 23: Using the Five Ps to Drive Organizational Change

Any Organizational Change Should Align with the Philosophy

Page 24: Using the Five Ps to Drive Organizational Change

Typically, Only Minor Changes Are Needed in the Purpose or Philosophy

Unless the Organization Cannot Stay in Business

Being Who It Is

Page 25: Using the Five Ps to Drive Organizational Change

3  

The Third P of the Five Ps and a Part of

Core Culture Are

Priorities

Page 26: Using the Five Ps to Drive Organizational Change

Priorities Are Principles & Values that Further Guide

How Employees Work

Page 27: Using the Five Ps to Drive Organizational Change

Priorities Are Where Organizations Embed Change in the

Core Culture

Page 28: Using the Five Ps to Drive Organizational Change

Organizations Have Strategic and Universal Priorities

Page 29: Using the Five Ps to Drive Organizational Change

Strategic Priorities Are Linked to Business Goals

Strategic Priorities Are the Additional

Principles/Values Needed to Achieve the Organization’s Strategy

When You Change Strategy,

Evaluate Changing Strategic Priorities

Page 30: Using the Five Ps to Drive Organizational Change

Strategic Priorities Enhance the Competitiveness of the Organization

and Enable It to Thrive

Page 31: Using the Five Ps to Drive Organizational Change

Changing Strategic Priorities Is a Way to

Shape Culture and Drive Change

Page 32: Using the Five Ps to Drive Organizational Change

Universal Priorities Are the Values that Promote an Engaged Workforce:

Fit, Trust,

Caring, Communication, Achievement &

Ownership

Page 33: Using the Five Ps to Drive Organizational Change

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

Page 34: Using the Five Ps to Drive Organizational Change

Change May Be Required if the Organization Is Deficient in any of these

Universal Priorities

Page 35: Using the Five Ps to Drive Organizational Change

Any Organizational Change Should Support the Strategic and/or Universal Priorities

Page 36: Using the Five Ps to Drive Organizational Change

Most Organizational Change Is with the Remaining Two Ps:

Internal & External Practices and Projections

Page 37: Using the Five Ps to Drive Organizational Change

Core Culture Is Meaningless

if It’s Not Infused into

Practices and Projections

Page 38: Using the Five Ps to Drive Organizational Change

Most of the Changes an Organization Needs Is to Be Better at

Practicing and Projecting the Principles & Values of the

Core Culture

Page 39: Using the Five Ps to Drive Organizational Change

4  The Fourth P of the Five Ps

Is Practices

Page 40: Using the Five Ps to Drive Organizational Change

Practices Are the Behaviors and Actions

of Employees of the Organization

Page 41: Using the Five Ps to Drive Organizational Change

Practices Are Opportunities to Convert

Core Culture Principles & Values

into Actions

Page 42: Using the Five Ps to Drive Organizational Change

Practices Can Be Internal or External

Page 43: Using the Five Ps to Drive Organizational Change

Internal Practices Affect Employee-to-Employee Interactions

Page 44: Using the Five Ps to Drive Organizational Change

Internal Practices Include the Structure of the Organization;

How Work Is Designed; and

Systems, Processes, Equipment & Technology for Doing Work

Page 45: Using the Five Ps to Drive Organizational Change

Internal Practices also Include Internal Communications

and HR Practices such as

Recruitment, Selection & Retention; On-boarding;

Training & Development; and

Performance Management

Page 46: Using the Five Ps to Drive Organizational Change

External Practices Affect Employee Behaviors with Others

Outside the Organization

Page 47: Using the Five Ps to Drive Organizational Change

External Practices Include Markets & Customers,

Products & Services Offered and

Suppliers/Vendors & Business Partners

Page 48: Using the Five Ps to Drive Organizational Change

Review Internal and External Practices

Are Practices Aligned with the

Core Culture?

Do Practices Support and Reflect the

Core Culture?

If Not, Then Make Change

Page 49: Using the Five Ps to Drive Organizational Change

5  The Fifth P of the Five Ps

Is Projections

Page 50: Using the Five Ps to Drive Organizational Change

Projections Are the Images

the Organization Projects to the Public

Page 51: Using the Five Ps to Drive Organizational Change

Projections Include the Organization’s Name, Logo & Symbols;

Marketing, PR & Advertising; Employee Dress/Uniforms;

Offices & Stores; Location of Company Headquarters;

Image of the Leader; and

Community Activities

Page 52: Using the Five Ps to Drive Organizational Change

Review Projections

Are Projections Aligned with the

Core Culture?

If Not, Then Make Change

Page 53: Using the Five Ps to Drive Organizational Change

Screen Potential Changes by Answering this Question:

Does the Change Align with

and Support the

Core Culture?

Page 54: Using the Five Ps to Drive Organizational Change

Change Is Difficult

Change Adds Uncertainty

Change Can Be Threatening

Page 55: Using the Five Ps to Drive Organizational Change

For any Change to Stick, the Change Must Be Aligned

with the

Core Culture

Page 56: Using the Five Ps to Drive Organizational Change

Because Core Culture

Is Who the Organization Is

and How It Must Be to Thrive

Page 57: Using the Five Ps to Drive Organizational Change

And Core Culture

Is What Loyal Employees

Are Connected To

Page 58: Using the Five Ps to Drive Organizational Change

Use the Five Ps to Drive Organizational Change

Page 59: Using the Five Ps to Drive Organizational Change

www.SheilaMargolis.com