multi-directional-culture-graphic

CHARACTERISTICS:

  • Little communication
  • People involved within their own departments only
  • Loyalty is to specific groups and not to the organization
  • Cliquish
  • Lots of gossip
  • Critical of other departments
  • Little cross-departmental cooperation

Primary Values of a Multi-Directional Culture are

Don’t get involved in other people’s business

Responsibility stops at your own job description

Considerations in Evolving a Multi-Directional Culture:

  • Consider finding out what people like about the organization, use that to formulate a reason for the organizations existence (besides making money)
  • Use this consistently in all internal communications to reinforce a common vision.
  • Include contests and rewards for individuals who best demonstrate that vision
  • Does senior management still communicate with the staff? Senior management should make regular appearances and address the issues to the entire organization.
  • Do you have a feedback system and a reward system for using it? Get one.
  • Do you have Standard Operating Procedures for cross departmental cooperation? Get your staff to vent their frustrations and use that to make SOP’s that solve these frustrations.
  • Implement these immediately and get the frustrated staff to carry it through.
  • Apply Directive Communication psychology principals to cultivate an awareness of group dynamics and the psychology of cooperation and communication
  • Use Communication multiplying tools such as the CBC Cards

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