1. Organizing for Change and Identifying the Culture: Phases 1 and 2 of the Diversity Life Cycle

2. Organizing for Change How easy is implementing change management models? How easy is implementing change management models? What is the success rate of change initiatives? What is the success rate of change initiatives? Can change be managed? Can change be managed? Should change be initiated and managed? Should change be initiated and managed? To reach diversity maturity, what are we changing? To reach diversity maturity, what are we changing?

3. Organizing for Change Common pitfalls: Common pitfalls: problems emerged problems emerged Coordination Change took more time than allotted Coordination Change took more time than allotted Anticipation of unforeseen events was lacking Anticipation of unforeseen events was lacking Competing crises distracted attention Competing crises distracted attention Lack of skills among change facilitators Lack of skills among change facilitators Inadequate training Inadequate training Uncontrollable external factors Uncontrollable external factors Lack of support for change Lack of support for change Failure to define vision and expectations clearly Failure to define vision and expectations clearly Failure to involve everyone affected by the change Failure to involve everyone affected by the change

4. Organizing for Change The realities of change: The realities of change: “A living thing is distinguished from a dead thing by the multiplicity of the changes at any moment taking place in it.” Herbert Spencer, “Principles of Biology” (1865)

5. Organizing for change The realities of change: The realities of change: “Change means movement. Movement means friction. Only in the frictionless vacuum of a nonexistent abstract world can movement or change occur without that abrasive friction of conflict.” Saul Alinsky, US radical activist “The Purpose” (1971)

6. Identifying the Culture Define Culture Define Culture Culture is the behaviors, beliefs and values, principles and practices characteristic of a particular group. Corporate culture is the sum of the formal and informal behaviors that a company adopts as their way of doing business. Culture is the behaviors, beliefs and values, principles and practices characteristic of a particular group. Corporate culture is the sum of the formal and informal behaviors that a company adopts as their way of doing business.

7. Identifying the Culture A healthy culture is characterized by A healthy culture is characterized by Human Resource Policy consistent with goals Human Resource Policy consistent with goals Clear and consistent management methods Clear and consistent management methods Clear expectations and how each employee fits into the big picture Clear expectations and how each employee fits into the big picture Leadership that encourages creativity and risk taking Leadership that encourages creativity and risk taking

8. Identifying the Culture How does an organizational culture change to become more inclusive of other value and belief systems? How does an organizational culture change to become more inclusive of other value and belief systems? How quickly can an organizational culture change? How quickly can an organizational culture change?

9. Identifying the Culture Three types of organizational cultures Three types of organizational cultures 1. Constructive cultures 2. Passive/defensive cultures 3. Aggressive/defensive cultures Human Synergistics (2003)