Is everyone in the organization practicing the principles critical to your organization’s success? In this competitive landscape, organizations cannot afford deficiencies in execution. Discover a way to focus, unify and align everyone in the organization around a few vital core principles. Simplify how you approach organizational change. Use the Five Ps so that your organization makes needed change, delivers on its promises and excels. GO TO https://sheilamargolis.com to learn more about Core Culture and the Five Ps.

1. Using the Five Ps
to Drive
Sheila L. Margolis, PhD
©2014 Sheila L. Margolis

2. Organizations Are Constantly
Going through Change…
Some Good, Some Wasteful and
Some Damaging

3. Let’s Simplify Organizational Change

4. Let’s Use the Five Ps to
Drive Organizational Change
5

5. Think About Your Organization
Using the Five Ps:
Purpose, Philosophy, Priorities,
Practices & Projections

6. The Central Three Ps Are
Purpose, Philosophy & Priorities:
the Organization’s Core Culture

7. Core Culture Is the Organization’s
Guiding Principles & Values

8. Core Culture Is the Essence of your
Organization’s Culture
Core Culture Is
the Foundation for Why the
Organization Is in Business
and
the Framework for How
Employees Conduct Business

9. Core Culture
Is the Guide
for
Employee Behavior,
Directed at
Organizational Goals,
Accomplished through
Shared Principles & Values

10. Therefore, Organizational Change
Must Be Aligned with the
Core Culture

11. To Drive Organizational Change
Using the Five Ps,
first,
Define Core Culture
--the Purpose, Philosophy & Priorities-and then,
Align Practices and Projections with the
Core Culture

12. The First P of the Five Ps
and a Part of
Core Culture
Is
Purpose
1

13. Purpose Is
the Fundamental Reason
Why
the Organization Exists

14. Purpose Is the Answer to the Question:
Why Is the Work You Do Important?
Purpose Is the Cause that Defines
Employees’ Contribution to Society
through their Work

15. Purpose Is a Human Focus
Purpose Is
Inspirational and Motivational

16. Purpose Is the Organization’s Role
in Improving Life
and
the World We Live in

17. Any Organizational Change Should
Ultimately Support the Purpose

18. The Second P of the Five Ps
and a Part of
Core Culture
Is
Philosophy
2

19. Philosophy Is a Small Set of
Fundamental,
Distinguishing
and
Enduring
Principles/Values that Guide
How
Employees Work

20. And How You Do Work Matters

21. Philosophy Is like the Personality or
Character of the Organization
Philosophy Provides Continuity in the
Organization’s Principles & Values
Over Time

22. Philosophy Is How Insiders View the
Organization as Being Different,
Especially from Competitors

23. Any Organizational Change Should Align
with the Philosophy

24. Typically, Only Minor Changes Are Needed
in the Purpose or Philosophy
Unless
the Organization Cannot Stay in Business
Being Who It Is

25. The Third P of the Five Ps
and a Part of
Core Culture
Are
Priorities
3

26. Priorities Are Principles & Values
that Further Guide
How
Employees Work

27. Priorities Are Where Organizations
Embed Change in the
Core Culture

28. Organizations Have
Strategic and Universal Priorities

29. Strategic Priorities Are Linked to Business
Goals
Strategic Priorities Are the Additional
Principles/Values Needed to Achieve the
Organization’s Strategy
When You Change Strategy,
Evaluate Changing Strategic Priorities

30. Strategic Priorities Enhance the
Competitiveness of the Organization
and
Enable It to Thrive

31. Changing Strategic Priorities
Is a Way to
Shape Culture and Drive Change

32. Universal Priorities Are the Values that
Promote an Engaged Workforce:
Fit,
Trust,
Caring,
Communication,
Achievement &
Ownership

33. Universal Priorities Questions:
Do I Fit?
Do I Trust Them?
Do They Care About Me?
Am I Informed and Do They Listen?
Am I Growing, Developing, Achieving?
Do I Feel Like an Owner?
Employees Who Answer “Yes” to these
Questions Are More Likely to Be Engaged

34. Change May Be Required if the
Organization Is Deficient in any of these
Universal Priorities

35. Any Organizational Change Should Support
the Strategic and/or Universal Priorities

36. Most Organizational Change Is
with the Remaining Two Ps:
Internal & External Practices and
Projections

37. Core Culture
Is Meaningless
if
It’s Not Infused into
Practices and Projections

38. Most of the Changes an Organization
Needs Is to Be Better at
Practicing and Projecting
the Principles & Values of the
Core Culture

39. The Fourth P of the Five Ps
Is
Practices
4

40. Practices Are the
Behaviors and Actions
of Employees of the Organization

41. Practices Are Opportunities to Convert
Core Culture
Principles & Values
into
Actions

42. Practices Can Be Internal or External

43. Internal Practices Affect
Employee-to-Employee Interactions

44. Internal Practices Include
the Structure of the Organization;
How Work Is Designed;
and
Systems, Processes, Equipment &
Technology for Doing Work

45. Internal Practices also Include
Internal Communications
and
HR Practices such as
Recruitment, Selection & Retention;
On-boarding;
Training & Development;
and
Performance Management

46. External Practices Affect
Employee Behaviors with Others
Outside the Organization

47. External Practices Include
Markets & Customers,
Products & Services Offered
and
Suppliers/Vendors & Business Partners

48. Review Internal and External Practices
Are Practices Aligned with the
Core Culture?
Do Practices Support and Reflect the
Core Culture?
If Not, Then Make Change

49. The Fifth P of the Five Ps
Is
Projections
5

50. Projections Are the
Images
the Organization Projects to the Public

51. Projections Include the Organization’s
Name, Logo & Symbols;
Marketing, PR & Advertising;
Employee Dress/Uniforms;
Offices & Stores;
Location of Company Headquarters;
Image of the Leader;
and
Community Activities

52. Review Projections
Are Projections Aligned with the
Core Culture?
If Not, Then Make Change

53. Screen Potential Changes by
Answering this Question:
Does the Change Align with
and Support the
Core Culture?

54. Change Is Difficult
Change Adds Uncertainty
Change Can Be Threatening

55. For any Change to Stick,
the Change Must Be Aligned
with the
Core Culture

56. Because
Core Culture
Is
Who the Organization Is
and
How It Must Be to Thrive

57. And
Core Culture
Is
What Loyal Employees
Are Connected To

58. Use the Five Ps to
Drive Organizational Change

59. www.SheilaMargolis.com