Edgar Schein’s Definition of Organizational Culture
… the pattern of basic assumptions that a given group has invented, discovered, or developed in learning to cope with its problems of external adaptation and internal integration , and that have worked well enough to be considered valid , and, therefore to be taught to new members as the correct way to perceive, think, and feel in relation to those problems.
The fundamental shift from one state of being to another, a change so significant that it requires the organization to shift its culture and people’s behavior and mindsets to implement it successfully and to sustain it over time.
Vision Current reality Wake up calls: feedback to learn from and guide course correction CM Process Map
Governing ideas that anchor vision: Mission why we exist Vision what we achieve Values how we act
Strategic change A shared vision is made achievable through the development of strategic priorities, i.e., chunks of work that address critical gaps (creative tensions) between current reality and vision.