Organizational Culture Change

Facilitating Healthy Organizational Cultural Change

We work in partnership with organizations to facilitate desired cultural change in three phases:

Phase I: Organizational / Cultural Assessment

In collaboration with leadership and staff, we plan and carry out interviews and meetings and review policies and procedures. Functional areas, such as communications, accountability, orientation and training, supervision, and resource availability, are surveyed. Causes of stress and dysfunction, as well as cultural factors that create barriers to a healthy workplace and optimal effectiveness of the work of the organization, are identified. Group discussions highlight current realities, needs, and possible avenues for change. With facilitation by Good Wolf, staff and leadership develop goals and outcome measures, and clarify required components of the path toward the desired organizational culture of the future.

Phase II: Preparation for Cultural Change

We introduce neuroscientific teachings on areas relevant to the findings from Phase I, assessing what approaches best fit with the organization’s needs. With organizational staff and leadership, we facilitate an examination of existing policies, procedures, communications, staffing, training, and management approaches as targets of concrete structural change. Working groups at the staff and leadership level are formed and with Good Wolf’s facilitation, they identify the need for, and possibility of, healthy interpersonal and individual change. In collaboration with leadership and staff, the Good Wolf Four-Part Process is introduced. Necessary changes in policies and procedures are initiated, and plans are put in place for the formal launch of the cultural change process.

Phase III: Culture Change Launch and Process

The cultural change process is launched based on plans generated in Phase II. Grounded on neuroscience-informed practices and tools, training on revised policies and procedures signal definitive change. Implementation of cultural indicators support new expectations and behaviors. Education in relevant neuroscience and work on learning and applying the Good Wolf Four-Part Process are implemented across the entire organization. Additional activities to support cultural change will be developed and implemented through collaboration with leadership and staff. Possible activities may include professional development and growth programs, social events to build a sense of community with shared values and goals, and acknowledgment and celebration of contributions to support sustained cultural change.