Multi-Directional Culture


  • 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:

Does the organization have a common goal that everyone can “Relate to”?

  • 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 your organization have an effective internal communication system of process?

  • 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.

Are departments segregated?

  • 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.

Train your staff in communication awareness

  • 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

Take the CCEE Corporate Culture Assessment Free