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People involved within their own departments only
Loyalty is to specific groups and not to the organization
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
View the results and maintain the strategies
Take the CCEE Corporate Culture Assessment Free
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