1. Client Proposal
Date

2. What are your company’s goals for the future?
Will your current organizational culture get you there?

3. What is Culture?
“The way we do things around here”
“Lessons learned that are important to pass on to the next generation”
“Software of the mind that organizes the behaviour of people”
“What we do when no one is looking”

4. Why culture matters
Clarity & Alignment
Better Strategic Decisions
Impact on Financial Performance

5. Measuring Performance
The Denison Model
Links to performance
Impact on performance
Performance levels
Common challenges
Our expertise
Senior thought leadership
Denison culture change process

6. The Denison Model & Links to Performance

8. Impact on Performance
Bottom 25%
Top 25%
The higher culture scores,
the greater profitability,
sales growth,
And market value

9. level of clarity & alignment
Performance Levels
High
level of clarity & alignment
Higher
levels of performance
Mix
of clarity & confusion
Average
levels of performance
HIGH
level of confusion & uncertainty
Lower
levels of performance

10. FORCES Leadership Changes Restructuring Mergers & Acquisitions
Internal and external forces have the potential to create uncertainty and ambiguity on the pathway to performance
Economy
Competition
New Technologies
Regulatory Changes

11. Our Expertise

12. Culture Development & Leadership Consulting
Integration of mergers and acquisitions
Alignment of culture to support strategy implementation
Leadership transitions and on-boarding
Improving organizations, team and individual performance
Leadership assessment, coaching and development
Organizational turnaround and transformation

13. Thought Leadership Review research and industry best practices
Innovate new solutions
Support implementation and impact
Build the evidence base

14. Culture & Leadership Diagnostics
Denison Organizational Culture Survey
Denison Leadership Development 360
Denison Culture Modules
Denison Leadership Potential Report
Custom Items & Analysis
Survey Mapping

15. Culture & Leadership Events
Workshops
Webinars
Best Practice Forums

16. Senior Consultants & Thought Leaders
Dan Denison
Bryan Adkins
Lindsey Kotrba
Levi Nieminen
Ia Ko
Dan leads Denison’s consulting practice, partnering with clients across the globe to address their organizational culture and leadership challenges.
Bryan combines his broad experience with a thorough understanding of the Denison Model and related diagnostic tools to facilitate organizational change. 
As President, Lindsey is focused on maintaining Denison Consulting’s expertise as the global leader in helping organizations develop high performance cultures and leadership solutions.
Levi’s role is a combination of advising Denison’s clients in an OD Consultant and Executive Coaching capacity, as well as helping to define Denison’s Thought Leadership in the areas of culture transformation and leadership development.
Ia is a Consultant and an Engagement Manager at Denison. Ia is passionate about developing high-performance cultures and leaders and enjoys navigating through ambiguity and complexity. 

17. The Path to High Performance
Discovery
Why is culture important to the performance of your organization?
Planning
How can we ensure effective and sustainable culture development?
Diagnosis
What is your current state?
Honest Conversation
How do we create common understanding?
Action Planning
How do we translate results into thoughtful actions?
Implementation
How are we executing the actions and what are we learning?
Sustainable Improvement
What is the impact?

18. Global Consulting Network

19. Global Consulting Network
The Denison Global Network is a network of experienced practitioners who know what it takes to create successful organizational change.
Whether you are looking for help debriefing your results, designing a leadership development program, or linking your survey results to performance, our support services can help you turn your diagnosis into action.

20. Diagnostic Tools Denison Organizational Culture Survey (DOCS)
Organizational Culture Content Modules
Denison Leadership Development 360
Denison Leadership Potential Report

21. Denison Organizational Culture Survey (DOCS)
The DOCS is designed to assess an organization’s strengths and weaknesses as they apply to organizational performance.
By implementing the Denison Organizational Culture Survey, organizations are able to:
Assess the strengths and weaknesses that are impacting their performance
Identify areas of focus for improvement
Align their culture change and leadership development initiatives when leveraging both surveys
Create action plans, often utilizing the Denison Solutions

22. Denison Organizational Culture Content Modules
Our Organizational Culture Content Modules are designed to provide greater insight into:
Employee Commitment
Organizational Innovation
Employee Engagement
Organizational Trust
Safety Management
Risk Management
Each module has been rigorously developed through an academic review of the topic and validated statistically in pilot studies. They are benchmarked against a database of organizations to provide you with greater accuracy and clarity about where you stand.

23. Denison Leadership Development 360
Organizations have used the Denison Leadership Development 360 to help their leaders to:
Identify specific areas of individual strength and weakness, and establish an action plan for leadership development
Understand group-level leadership strengths and weaknesses
Learn how specific skills and practices impact their leadership performance
Develop leadership skills necessary to adapt to a changing environment
Understand their role in creating a high- performance culture
Successfully develop their teams

24. Denison Solutions Denison Solutions TURNAROUND & TRANSFORMATION
LEADERSHIP
DEVELOPMENT
Denison Solutions
Denison Solutions
STRATEGIC
ALIGNMENT
LEADERSHIP
TRANSITIONS
MERGERS &
ACQUISITIONS

25. Why Denison?
We’ve helped organizations achieve success, time and time again.
Build the path to high performance.
Change happens when an organization aligns around a mission, establishes clear priorities, and offers concrete steps toward achieving them. Our methodology begins by building an understanding of your organization, then working with you to craft the steps toward achieving your goals.
Track progress with the Denison Model.
The Denison Model provides a framework to help you drive progress toward your organizational goals. For over 25 years, it has helped businesses achieve cultural and financial success by delivering insight into their cultural performance. You need change. Now you can make it happen.

26. Appendix

27. Dynamic Tensions External Focus Stable Flexible Internal Focus
Adaptability + Mission
The organization’s focus is on adapting and changing in response to the external environment.
Stable
Mission + Consistency
A stable orientation contributes to an organization’s capability to remain focused and predictable over time.
Flexible
Adaptability + Involvement
A flexible organization has the capability to change in response to the environment.
Internal Focus
Involvement + Consistency
The organization’s focus is on the dynamics of the internal integration of systems, structures, & processes.

28. Project Timeline Confirm Scope
HONEST
CONVERSATION
ACTION
PLANNING
SUSTAINABLE
IMPACT
DIAGNOSIS
PLANNING
DIAGNOSIS
IMPLEMENTATION
Confirm Scope
Determine Success Factors, Goals & Milestones
Project Plan Development
Initial Stakeholder Presentation
Clarification & Alignment
Execute Project Plan
Interviews, Reviews & Data Mining
Review Results with Key Stakeholders
Prioritize Actions for Implementation
Successfully implement the prioritized actions
Support & Sustain The Change Process
Analyze Data
Summarize Findings

29. Link to
Performance
At the core of our assessments is a proven link to organizational performance and leadership effectiveness:
The indexes/traits are linked to a wide range of performance indicators from EBITDA to innovation to customer satisfaction.
In combination, the indexes/traits tend to explain or account for between 10 and 25% of the variance in performance outcomes between organizations/leaders.
Our research goes beyond merely “demonstrating correlations” to showing robust predictive and longitudinal effects of culture and leadership on performance.
Numerous case studies find that “moving the needle” on the factors identified by the Denison model moves the needle on the bottom-line performance of organizations.
For supporting technical details, please see:
Kotrba et al. (2012). Do consistent corporate cultures have better business performance? Exploring the interaction effects. Published in Human Relations.
Denison, Ko, Kotrba, & Nieminen (2013). Drive an innovative culture. Published in Chief Learning Officer.

30. Reliability & Validity of the Tools
Tools that are reliable produce results that are consistent (or reproducible). Tools that are valid measure what they are supposed to measure. Tools that are reliable and valid do both.
The DOCS has proven to be both a reliable and valid measure of organizational culture, passing tests related to its psychometric properties, ability to measure a group-level phenomenon, and demonstrated relationships with organizational performance.
The suite of Denison assessments have been validated against a robust set of criteria, demonstrating their reliability and validity:
Appropriate item psychometrics
Internal consistency reliability
Aggregation statistics
Factor analytic evidence
Cross-cultural validation evidence
Predictive validity against a range of performance criteria
The results of our extensive research are published in peer-reviewed journals and also available for download on the Denison website (
For supporting technical details, please see:
Denison, Nieminen, & Kotrba (2012). Diagnosing organizational cultures: A conceptual and empirical review of culture effectiveness surveys. Published in the European Journal of Work and Organizational Psychology.
Denison, Kotrba, and Castano (2012). A cross-cultural perspective on leadership assessment: Comparing 360-degree feedback results from around the world. Published in the Advances in Global Leadership, Volume 7.

31. Robust Global Benchmarks
Denison’s assessments are supported by global normative databases that provide a robust point of comparison for benchmark scoring:
The culture benchmark represents over 1,000 organizations and nearly 500,000 respondents.
The leadership benchmark represents over 15,000 leaders as rated by more than 200,000 respondents.
A rigorous quality screening process is used to “admit” new data to our global normative databases, which are updated on an annual or semi-annual basis.
Our research demonstrates that the normative database is stable over time and comparable across industry and geographic segments, supporting our practice to apply a global benchmarking strategy.
For supporting technical details, please see:
Denison white paper (2013). Denison Organizational Culture Survey: Overview of 2013 normative database.
Denison white paper (2014). Denison Leadership Development Survey: Overview of 2014 normative database.

32. Research Services
Our top priorities within Research and Development are to:
Ensure that the survey methodology yields reliable and valid results in balance with the needs of client organizations
Assist with client customization needs for survey tools and results
Enhance clients’ understanding of the impact of leadership and culture on important business outcomes in their organization.
Some example service offerings:
Linking culture and leadership to important business outcomes
Survey methodology: ensuring valid and reliable results
Client customization: adapting to meet specific client needs

33. Thank You