Methodology: organizational culture
Organizational culture, measured and managed
Most culture models can only compare an organization with itself. The Competing Values Framework (CVF) and its instrument, the OCAI, are among the very few that are statistically validated worldwide, with data from more than 10,000 organizations. That means you can benchmark a culture against an industry, not just against last year.
4 to 6 weeks
Aspiration → Measurement → Feedback and co-creation → Action plan
A culture baseline you can compare with others, the gap to the culture the organization wants, and a practical plan to close it.
Who it's for
For organizations whose culture must keep up with their plans
Growing companies
Organizations hiring fast, that need to keep their values and habits as the team grows and new people arrive.
Organizations in change
New strategies, mergers or new leadership, where culture can carry the change or quietly block it.
HR and management consultancies
Firms that want to add a statistically validated culture method to their offer, under their own brand.
How it works
From the culture you have to the culture you want
1
Define the aspiration
Working sessions with leadership to turn values, principles and the brand promise into observable behaviors, plus the "non-negotiables" the company will not tolerate.
2
Measure the culture
The standard OCAI, plus questions on the company's own values:
- Six dimensions across four culture types: clan, adhocracy, market and hierarchy
- The current and the preferred culture profile, comparable with published studies by industry
- An employee NPS and open questions, confidential by design
- Automated processing, so the consultant's time goes into the analysis, not the data handling
3
Close the gap
Feedback and co-creation sessions with the team, then a culture action plan built on:
- Leadership behavior and role modeling
- Processes, metrics and recognition
- Visible symbols and rituals, prioritized by impact and feasibility
Why CVF, and only CVF
There are as many culture models as consultants. This one is proven.
Statistically validated
The link between the model and real organizational culture has been tested statistically across countries and industries, with a very large number of contributing companies.
Benchmark beyond yourself
Because the model is sound, published studies by industry, from logistics to finance, can inform what your client's results mean.
Analysis, not data handling
We automated the processing of the instrument, so the consultant focuses on interpreting results with the client.
Behaviors, not slogans
Each value becomes observable behavior where it matters, and the baseline can be measured again as the organization grows.
For your client
What you get
- A definition of the culture they want, and its non-negotiables
- Their current and preferred culture profiles, comparable with their industry
- The gaps, and what they mean for service and operations
- A prioritized culture action plan and a baseline to measure against
For consultants
Deliver it in your country
We work with one culture model only, the CVF, because we believe in proven, robust methodologies. If your firm already has its own culture model, this is for the cases where your client needs results it can compare and defend.
The know-how comes from our sister company EXYGE, which has applied CVF and the OCAI with local and multinational clients in several industries. Example: an HR consultancy partner had a fast-growing logistics client that needed to manage its culture. e-CGS delivered the method under the partner's brand, and the client now plans its expansion with a culture it can measure and manage. The client relationship stays yours.
Does one of your clients need its culture to keep up with its growth?
A 45-minute conversation to see if this method fits your market and the clients who already trust you.