Don't ignore the sub-cultures in your organization....
When talking about organizational culture and change we tend to think of it as being one thing - and this may be true for a small organization or a startup - but as you grow into a large organization with larger teams you will inevitably have sub-cultures form within those teams.
The Finance team may be more risk averse and hence approach their work in a different way than say an innovation team.
That means that the behaviors each of them are doing are different and those behaviors may not always align back to the overall organizational culture.
That's why we need to pay attention not only to the the values, behaviors and artifacts of the organization as whole - but also work on analyzing and finding the patterns of those sub-cultures within the organization.
We have been developing a quicker analysis for sub-cultures at Aim for Behavior, so we can get an idea of those patterns and then see how they match back to the main cultural analysis of the organization.
We have a set of domains we use - some of those could be:
A) Levels of optimism or pessimism regarding change, and how this influences engagement and proactivity.
B) The role of leaders, influencers, and peer groups in shaping behavior, social norms, and expectations.
C) Clarity and alignment of individual and organizational goals, goal-setting processes, and how goals motivate or hinder behavior.
Have you added value to your culture and org change projects with a behavioral approach? if so - how have you worked on finding patterns of sub-cultures?