Culture is bigger than
Santa, Star Trek and Spanx.
It’s a force that is rarely
seen, but felt by everyone
in your organization.

Our evidence-based change initiatives address 5 dimensions of organizational change - mindsets, people, performance, culture and change management. Let’s take some time to explore CULTURE and how it affects your organization!

A 2023 Deloitte study showed that 94% of
executives and 88% of employees believe that
workplace culture is important, yet less than 15%
of employees feel that their culture is upheld.

CULTURAL CLIMATE SCALE

How do I drive culture in the workplace?
What is my organizational change goal?
How do I build an effective culture change plan?
Do I have the support necessary to transform the current culture of my organization?

If any of these questions have held you back from advancing your organizational culture, you are not alone! Recognizing the need for change is important, but that’s just the first step. Several additional steps are required to achieve transformational change, but many leaders end culture change efforts as soon as they start. Then they’re left wondering why their investment didn’t generate quicker or more productive results.

We designed a scale to help clients rate their current cultural climate. As partners in your mission to create a healthier organizational culture, this baseline assessment gives us critical insight to diagnose and understand  underlying    conditions  so  we  can prescribe  a  customized   culture change 

initiative for you! Culture drives growth. Therefore, understanding your cultural climate status is extremely important. It gives you a clear assessment of where you are now and where our team should focus our efforts. Providing consultation without an assessment would be akin to a surgeon operating without testing their patient to: 1) Identify the source and cause of the patient’s illness, and 2) Gather critical data to develop and implement an effective surgery plan.

Data increases your chances of achieving sustainable change!

What is your cultural climate score?

0

1

2

3

4

5

Our organization lacks consistent engagement and opportunities for advancement across every level. Leadership doesn't prioritize employee needs, challenges or rights.

Employee retention, morale and productivity are low. Internal conflict runs high. Resistance to change has created an unhealthy culture. We are rarely encouraged to share ideas or challenges.

Leadership understands how cultural values affect our workplace and business. They have taken steps to be compliant, but lack a strategic plan of action to advance our organizational culture.

Only some members of our organization have access to cultural competency resources, which fosters inequity, stagnation and conflict. Policy review exists, but not consistently applied.

We have achieved innovation by operationalizing a strategic culture plan. Our organization has experienced economic and organizational growth, because we are prepared to capture greater market share.

NEXT: Let’s take a closer look at how one of our change initiatives helped one of our national clients became a culture champion!

Concept Created by: Dr. Yewande Austin

Our organization is a culture champion. We are equipped with tools to embrace and overcome future challenges. Culture change is sustainable because every employee is committed to one goal. We have set a standard by which other businesses in our field aspire to achieve.

CULTURE CHAMPION STORY

Social Emotional Learning Company
In 2021, the CEO of this $24 million SEL company (Social Emotional Learning) requested One Change to lead a 1-year long organization-wide change initiative. Based on the results of our comprehensive cultural climate assessment, executive leadership interviews and preliminary survey, this client chose a JEDI culture change initiative  (Justice, Equity, Diversity and Inclusion) to teach employees, K-12 teachers and educational professionals how to embed equity in the classroom for over 5 million students nationwide.

SYMPTOMS
Despite the company’s widely celebrated family environment, 15% of their executives and employees reported that they had either experienced or witnessed bias within the company. Bias isn’t always symptomatic of individual behavior, but unconscious biases, beliefs, practices and behaviors that directly influence organizational decisions. Left unchecked, these biases can foster biased policies and practices that create an unhealthy workplace culture. In this case, the CEO didn’t ignore the data that we collected or “hope” for his company’s culture to get better. He took measured and decisive action!

CULTURE CHANGE SOLUTION
The CEO hired our team to create a holistic 7-phase culture change initiative based on core principles of our Justice, Equity, Diversity and Inclusion (JEDI) course.

IMPACT AFTER 1-YEAR CULTURE CHANGE INITIATIVE

5%

Evidence of workplace bias decreased from
15% to 5%.

90%

Executives believe our JEDI mindsets improved workplace performance.

76%

Employees reported more confidence in building an inclusive workplace culture.

4

Cultural maturity rating increased from “2” (Compliance) to “4”
(Transformation) out of “5”.

$14 M

Revenue grew from
$8.5 million to
$14 million in 2022.

“Unhappy employees cost U. S. companies an
estimated $1.9 trillion in lost productivity in 2023”.
- Bloomberg

COST OF CULTURE

So, what was your cultural climate score?
Is it symptomatic of a healthy or unhealthy culture?
How does your current culture add to or take away
from organizational outcomes?

Why should employers align cultural values with their core business goals? Organizations that develop a shared culture simply perform better! When employees feel that their personal beliefs can make a difference in the workplace, both become bound by one common vision and purpose. Employees are more productive, creative, healthier, happier and bring the best parts of themselves to the job! 

Culture is different for every organization, but operating in a toxic, undeveloped or underdeveloped culture can have staggering operational and financial consequences. Armand   V.   Feigenbaum  described  this  as  Cost  of Quality 

in a 1956 Harvard Business Review article. In other words, if you fail to invest in people, products, skills in the early phase of organizational development, you risk paying a much higher cost later when it’s necessary to repair, rebuild or replace them. Feigenbaum identifies these costs as Preventative (Avoiding failure), Appraisal (Reducing the risk of failure), Internal (Cost of repairing) and External  (Cost of rebuilding or replacing). 

According to CNBC, “toxic workplace culture is the #1 reason that workers are quitting jobs.'“ This can impose costs that directly affect your bottom line. Replacing one employee can cost a company up to twice of the employee’s annual salary in replacement costs. So if the Director of Design, who earned $140,000/yr., resigns it could cost the company nearly $300,000 in loss of work, time to recruit, hire and train a new employee, etc. Investing in the people that perform your organization’s work should be a top priority for every leader. One Change will show you how to develop a culture that attracts the top talent, inspire the best from your current employees and integrate retention strategies necessary to achieve innovation.  

Are you ready to change the world together?