Excellent article Peace. A clear roadmap to help understand your culture, how it shapes your current architecture and how to reshape it to support your objectives. Very enjoyable and useful.
Like the idea where the organisation moved away from slogans.
I was reading something recently about how much organisations rely on them. They sound right, but don’t always translate into something people can actually live out day to day.
It made me think of Viktor Frankl and his ideas that meaning has to be discovered and lived, not just defined. Culture feels similar. You can set the values, but people have to recognise them in themselves and actually show up in that way.
And it also connects, in a way, to Drucker’s idea of the organisation as a learning system. What you’ve described here feels like a more grounded version of that… where meaning is actually worked through in context rather than assumed.
Would be really interesting to know what actually surfaced from this in practice, especially where things didn’t quite align as expected.
Excellent observations Bess, the points of misalignment created opportunities for development with targeted action plans linked to overall strategy and KPIs.
Thanks very much Dr Ginika, absolutely and by combining tailored measurement with facilitated discussion and local ownership, organisations can transform culture from an intangible concept into a manageable, performance-driving system.
What I like about Peace’s work is that it is realistic. Sure, we would love to have this universial assessment tool that works just perfect. But this simply does not exist. And actually cannot exist. So her pathway of how to tailor make something that works in your organization is the much better way to do this.
Thank you and that is what is distinct about the process, the ability to organically fit into any organisation. It ultimately starts with the organisational pertinent values.
Absolutely and thanks for the feedback Charles. Indeed for a successful outcome it was important to ensure stakeholders were carried along to ensure better ownership.
Excellent article Peace. A clear roadmap to help understand your culture, how it shapes your current architecture and how to reshape it to support your objectives. Very enjoyable and useful.
Thank you and appreciate the feedback Andrew 👌🏽.
Like the idea where the organisation moved away from slogans.
I was reading something recently about how much organisations rely on them. They sound right, but don’t always translate into something people can actually live out day to day.
It made me think of Viktor Frankl and his ideas that meaning has to be discovered and lived, not just defined. Culture feels similar. You can set the values, but people have to recognise them in themselves and actually show up in that way.
And it also connects, in a way, to Drucker’s idea of the organisation as a learning system. What you’ve described here feels like a more grounded version of that… where meaning is actually worked through in context rather than assumed.
Would be really interesting to know what actually surfaced from this in practice, especially where things didn’t quite align as expected.
Excellent observations Bess, the points of misalignment created opportunities for development with targeted action plans linked to overall strategy and KPIs.
Weldone Dr Peace!
Quite insightful! Can indeed be used as a guide.
Thanks very much Dr Ginika, absolutely and by combining tailored measurement with facilitated discussion and local ownership, organisations can transform culture from an intangible concept into a manageable, performance-driving system.
Excellent, fact driven steps to assessing culture. Simplified blueprint for any organisation. Well done Dr Peace.
Many thanks and the idea is to ensure each step is rigorous although conceptually simple to implement.
Great article - Love the step by step guide. Great Job!!! I Love it
Thanks very much Dr Ona, the intention was to make it as accessible as possible for busy executives to implement.
Great insights. Most of all engaging back with everyone after the analysis. Good learnings. Thank you
What I like about Peace’s work is that it is realistic. Sure, we would love to have this universial assessment tool that works just perfect. But this simply does not exist. And actually cannot exist. So her pathway of how to tailor make something that works in your organization is the much better way to do this.
Thank you and that is what is distinct about the process, the ability to organically fit into any organisation. It ultimately starts with the organisational pertinent values.
Absolutely and thanks for the feedback Charles. Indeed for a successful outcome it was important to ensure stakeholders were carried along to ensure better ownership.