Rohan and Associates : Breakthrough Thinking

Culture is best described as the customary behavior in an organization. When customary behavior is challenged by financial crises, reengineering initiatives, competitive pressures and/or acquisitions and mergers, individuals find themselves on a collision course with the changing dynamics of the organization.

Rohan and Associates assists organizations in making the necessary cultural changes quickly and with minimum disruption.
Ours is a strengths based approach that capitalizes on desirable existing subcultures within the organization. We use these pockets of strength to provide energy, leadership and initiative to move the culture for ward. Since these areas are highly visible in the organization their action serves as a model for others.

It is then through an alliance structure that the expected behaviors are disseminated to other targeted areas. Our focus is to duplicate existing strengths rather than extinguish undesirable behaviors. We do not attempt to bring everyone along at the same time. Rather we create commitment and focus throughout the organization as the alliance network develops.

The INITIATIVE STAGE sets the basis for culture-building success. During this stage we develop the organizational initiatives and start the assimilation process.

	A. Mission and value statements, strategic plans, steering committees, action teams, processes and expectations are formed.
	B. Learning and understanding of the new culture is stimulated through creation of bridge-teams, new guidelines, systems procedures, data forms, formats, customs and symbols.

The CATALYTIC STAGE disseminates the desired behavior change throughout the organization.

	A. Individual initiative is created through networks of task-focused team alliances that drive the change. Alliance pairings form cooperative networks which create initiative, innovative synergies, individual commitment and improved performance.
	B. Collective commitment is established though peer group interactions. Culture-building peer groups are formed to provide momentum and defuse resistant subcultures.

The MEASUREMENT STAGE creates a feedback loop to reinforce the culture change achievements.

	A. Benchmarks are established and steps, phases and activities required for individuals and teams to progress toward performance goals are defined. Advancement toward these goals is measured.
	B. Since culture building is an ongoing process and strong cultures evolve overtime, assessment and revision must be continuous. Culture change is not one modification but numerous changes - some large but most are small.