Frequently Asked Questions

1. When we begin working in an organization, people want to know, "Are we broken?"

Broken is only one possibility. Any one or all of these answers are appropriate:

2. People are often used to the fad of the month. They want to know, "What do you call this ODI stuff?"

We don't do fads. That's sometimes a disappointment for people because it means we don't have a familiar category.

3. Employees trying to maintain a cutting edge often ask, "How is this different from TQM?"

All TQM programs suggest a change in culture first. Too frequently this is a forgotten or too lightly taken step.

4. People associate "culture" with "multicultural programs." So they often ask, "What is culture anyway?"

The concept of culture is a simple one, but one that is often too close to every employee to recognize easily.

5. Two concepts that demand clarity are woven into our responses to, "So, what is cultural realignment?"

From the front wheels of an automobile, to the bones in ones back, alignment is easy. Cultural realignment is harder!

6. When people want to know what's in it for me, they really want to know, "What good will this do?"

People are willing to work hard for a noble cause. Cultural realignment has a lofty outcome that many sense.

7. "How is the UHS Survey different from the RGB Inventory?" is a question often asked.

We combine trends from both the symptoms collected through the UHS and the natural style preference of the RGB to create a comprehensive profile of organization life.

8. "Is the information about me shown in the RGB "psychological." Does it need to be protected - held private?"

People often worry that the information we collect, especially the RGB results might be held against them.

9. "Why do I have to fill out the survey again?" We normally use the same or similar survey at least twice.

Remember, the survey is usually constructed by a team of non-supervisory people from across the depth and breadth of the organization.

10. "With heavy workloads and fewer people, how can we justify taking the time to do this work?"

Normally, organizations that need cultural realignment the most are the ones that are overworked, and can't spare the time.

11. "How long does it take to correct a culture in decline?"

There are at least three variables: The effort the organization exerts, the severity of the current conditions, and the pace/tempo of the intervention.

Home page. More questions and/or answers - e-mail us!

Copyright 1998 Leadagement Technologies, Inc. - All rights reserved.
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Reviewed 9/98 as ""