This paper is designed to review the model through analysis of client data and attempt to gain some insight into how organisations transition through the stages.
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WHITE PAPER SUMMARY:
This white paper provides a framework for understanding and navigating cultural transformation within organisations, emphasising the interplay between leadership commitment, organisational culture, and performance. It introduces a developmental model of organisational consciousness, inspired by Professor Dexter Dunphy’s work, which outlines six stages of organisational maturity:
- Denial: A lack of awareness about culture’s importance, with a short-term, task-focused mindset and unsustainable performance.
- Non-Responsive: Acknowledgment of culture’s role but indifference toward its influence, resulting in stagnation and minimal change.
- Compliance: Measurement of culture begins, but action is limited, with cultural initiatives viewed as auxiliary to business operations.
- Efficiency: A focus on optimising existing systems and processes without envisioning transformative change, aiming for incremental improvements.
- Strategic Proactivity: A strong commitment to ongoing cultural development, led by senior executives, emphasising continuous improvement and aligning culture with organisational goals.
- Resilient/Sustaining: Cultural change is integral to strategy and viewed as a core organisational value, fostering long-term performance and societal contribution.
The model categorizes organisations into quadrants based on their culture (defensive to constructive) and leadership commitment (low to high), helping organisations identify their current stage and transition pathways. Key themes include the importance of reflexivity, the role of individual leaders in driving change, and the shift from external to internal decision-making references as organisations mature.