We use the simple, holistic Five Questions Culture Framework to guide assessment and transformation projects. Based on research presented in founding partner Drew Jones’ forthcoming book–Five Questions: How to design a more engaged and adaptive culture– we simplify the culture-change process into five simple questions.
The OWA approach to assessment and change differs from other approaches. We use an anthropological approach. The Five Questions model flips the script of the culture assessment process, and seeks to understand culture from the employees’ perspective. We focus on the tangible, material (i.e. designable) elements of employee experience.
Rather than asking employees to change their behavior to accommodate the latest change program (that has a 70% chance of failure), we follow a user-centered approach that enlists employee feedback and perspectives on how work can be (re)designed to achieve corporate objectives.
Why are we doing this work? What is the Purpose of the organization?
What exactly are teams working on? Are employees engaged in innovation that leads to Growth or are they only engaged in repetition and scale?
How are teams and individuals accomplishing goals? Are teams self-organizing and committed to high levels of Accountability or are they micromanaged?
Who is steering the ship? Does leadership cascade Trust and a growth mindset in the organization?
Where are people getting their work done? Does the company workplace and workplace strategy facilitate Flexibility, collaboration, and community.
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