Implement successful transitions by adopting the cultural norms of your organization. This can be accomplished by establishing a team of diverse people that reviews cross-functional processes to analyze operational and organizational cultures, processes, and behaviors to identify some cultural norms and key emphasize areas. Developing the cultural norms stem from factors such as who is on the team, what resources are available and which team members have what expertise, and likely processes in place to move forward.
Critique and Periodic Review
An effective analysis and feedback methodology should provide a more comprehensive evaluation of the cultural norms. An evaluation of cultural norms should include avenues of communication, and a scoring needs strategic information and group discussion to define the operational norms. More specifically, the norms are potentially broken down into the culture, structure of processes and avoid cultural variations. In that regard, a data clearinghouse with a strong and diverse set of resources and organizational blueprints can provide the data flow within the discussion model. For example, the information flow that networked the more diverse group resources from the basic information flow to the information flow is the key to successful communications and collaboration, and how the real process model takes advantage of the limited information flow discussed in cultural norms.
Education and Social Culture Tools
Models, assessment, and training specifically focused on diversity, cultural and personal development should incorporate effective assessments to evaluate organizational cultural norms. As part of the cross-functional team, diverse people should also be trained to set objectives for discussing, evaluating and guiding organizational cultural norms and processes to adapt and improve. Correct assessment and surveys should include positive correlation traits, emotional processing theory, and behavioral/cognitive assessments to measure the cultural fit.
A critical tool necessary in the development of a culturally sensitive interpersonal process is executive coaching. An objective assessment technique that includes feedback from professional colleagues will provide an unbiased means to evaluate your own talents and abilities as well as those of your colleagues. A better understanding of yourself as well as others provides a platform for developing individual learning in the context of the organization.
Conclusion
An effective analysis and feedback methodology involves cross-functional teams and the development of integrate team elements, which include a process of integration of a strategic workforce based on cultural norms. The importance organization must apply to succeeding are a matter of fact. The influence of diversity needs to be continuously emphasized across the organization. One tool can provide a framework to evaluate the culturally-sensitive techniques that diversity training can provide. HR has an imperative to identify or strengthen their marketing and recruiting effectiveness. This assessment model can provide a great tool to evaluate organizational improvements in the workplace.
Understanding the current personnel and organizational factors and how that affects the organization’s corporate culture
Developing low cost, high impact initiatives
Building resilience from the corporate culture.
Identifying, acquiring and maintaining good talent
Organizing and managing organizational change
Creating the connection between customer needs and employees’ abilities.
Establishing a strategic framework and team structure that is culturally responsive to the market changes, new direction in the market, and their internal and local sourcing capability.
Identify potential customers’ current profiles to assist them in their decision making process.
Establish a good, effective customer referral program in the organization.
Conduct sufficient market research, including educational events and forums.
Identify new strategic initiatives, manage them, and analyze competitive influences.
Identify the most efficient ways to achieve goals within the strategic framework (the organizations strategic framework.)
Develop a plan for organizational change and how to implement the plans (the organizational plans.)
Implement the core strategy (the corporate strategy.)
Discover where your organization excels and where it does not.
Improve the organization’s internal processes and policies.
Create and sustain innovative ways to influence internal and external business opportunities.
