Why did you deploy the OCAI in your organization, or why did you try the individual OCAI One version? Probably because you suspect that your current culture could improve.

Let's look ahead and develop more positive organizational cultures in 2018. But let's also briefly look back, reflect and learn.

Here’s part 2 of answering this question: “Our company grew from 100 employees to over 600 in the last three years. How could we keep the core values consistent and in front of everyone?”

Here’s a question that people often ask me: “Our company grew from 100 employees to over 600 in the last three years. How could we keep the core values consistent and in front of everyone?”

Is there a difference between the culture profiles of men and women at work? Do they thrive in different cultures?

Are benchmarks useful? How can my organization learn from the culture profile of our economic sector? I received this question in response to the “Ask Me Anything on Culture” and I’m happy to answer it here.

What has the #MeToo movement on social media to do with organizational culture? It's a great example of a social movement trying to change a culture, starting with what I call "Interaction Interventions".

Companies who consider the OCAI to change their culture often ask me for success rates.

This is a dangerous question, probably. Every answer is a generalization of national culture, and we're often sensitive because it touches on identity. But the question is relevant.

Guest post by Sarah Skidmore

Guest post by Marc T. Frankel and Judith Schechtman

Welcome to this overview of the best-known organizational culture models that we have discussed.It is crucial to understand where you are right now before you develop or change anything.