Corporate Culture & Organization Development Typical Implementation Steps

1. Corporate Culture &
Organization Development
Typical Implementation
Steps

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All culture and organization development work is
highly customized to each Client. After an initial
consultation, here’s a typical path we often follow:
1. Assess current systems, practices, culture, and
readiness for change.
This can range from the least rigorous such as self-
assessment by the executive team (next step) to
interviews, focus groups, surveys, or a rigorous
audit.

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2. Executive Retreat.
These are highly customized to each Client.
Broadly they’ll often follow this flow:
Day One (Divergent Thinking) – reviewing/assessing,
learning, defining key leadership behaviors, and
aligning systems/processes.
Day Two (Convergent Action) – (Re)setting vision and
core values to anchor culture change, (re)establishing
3 – 4 Strategic Imperatives, setting up steering/project
teams, robust implementation framework, and
disciplined follow up process.

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3. Realign/integrate/prune current projects,
processes, systems, and development initiatives.
The goal is pruning, aligning, and streamlining existing
work, not piling more on top of an overloaded
organization.
4. Plan implementation strategies and timelines.
How much and how The CLEMMER Group helps
Clients with this critical step depending upon their
internal skills/capacity and current efforts.

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5. Monitor, follow up, and adjust implementation
plans
The CLEMMER Group provides coaching and ongoing
consulting support according to Client needs, capacity,
and budget. We work toward building internal capacity
and Client self-sufficiency.
Click here for more information on the core
models, frameworks, and approaches we use to
help Clients with culture and organization
development.

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Culture & Organization Development.
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