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I've Got 99 Problems, And Organizational Culture is One... (Part 2)

Organizational culture change can be tough, but creating a healthy, happy organizational culture can be transformational.


In order to create culture change, we must first assess our current organizational culture.


In Part 1 of this series there are 99 questions to use in order to determine which issues are affecting your team culture. So be sure to head over to Part 1 first before reading the rest of this blog post...go ahead! I'll wait...



Okay!! Now that we’ve identified specific issues in our organizational culture from Part 1, let’s think about how we can begin to shift that culture.


Ask yourself these questions:

  • What is the earliest moment you think the problem could have started from?

  • When could the unspoken expectations behind your problem have started to be misinterpreted and misaligned?

  • Who are you attracting to your organization? Why?

  • In what ways are you trying to attract members? Where are you meeting them? From whom did you get their names?

  • If a prospective member or external stakeholder had to choose three words to describe your organization, what words do you think they’d choose?

  • If the average member had to choose three words to describe your organization, what words do you think they’d choose?

  • What promises are you making to prospective members (both explicitly and implicitly) in your joining process?

  • What percentage of the promises does your organization follow through on? Are you delivering what you’re selling?

Assessing and defining your organizational culture is the first step toward creating a better culture!


Ready to have a healthy, thriving organizational culture?


After the thorough assessment in Part 1, and taking a hard, honest look at the membership and root causes in Part 2, let’s choose a specific area to focus on.


These focus areas include (but are not limited to):

  • Increasing trust within the membership

  • Creating unity in the membership through understanding and appreciation of differences

  • Empowering members to lead from within

  • Improving communication skills

  • Identifying and elevating the members’ and organization’s strengths

  • Expanding and strengthening your members’ and organization's network

  • Defining the intended vs actual values of the members and the organization

  • Understanding conflict management


Shifting organizational culture can seem daunting, and it usually doesn’t change overnight.

But with targeted and consistent attention I know we can transform your team’s culture together!


I know what you’re thinking - “Karli, this sounds great, and it needs to happen, but this is more than I can handle…”