In his first blog, Chris Warren explained how differently people can respond to change depending on their DISC type and he compared DISC to the Competing Values Framework and organizational culture. In part 2, Chris shows the Change Cycle from danger to opportunity. Depending on your primary DISC style, you experience different blockages when moving through change. Chris argues that 4 factors, one of them being organizational culture, can help people move through the change.

by Jan den Breejen

Five fundaments matter to become a High Performance Organization (HPO): quality of management, openness, readiness to take action, long-term focus and continuous improvement of employees. In a HPO employees must be High Performing Individuals (HPI): focused on customers, quality and continuous improvement, inspiring each other to collaborate to achieve excellent results. HPI-employees like to be accountable for their results and take ownership.

Having looked at Quinn’s management roles, based on the Competing Values Framework it’s time to take a look at "LIFT". Robert Quinn and his son Ryan Quinn wrote this book to show people (and managers) how they can become a positive force in every situation. Fascinating claim, isn’t it? Let’s see how you can lift yourself and others, using the framework and organizational culture types.

After doing the organizational culture assessment instrument (developed by Cameron & Quinn), people wonder how they personally fit into the current and preferred culture. Especially people in a leading position make a big difference when it comes to culture change. They are the catalysts who lead the change initially, they pull that "chariot of change". If they don't, sustainable change is not going to happen.