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How would you describe the culture that defines the personality of your organization?


  • Power Culture:

Is it dominated by a powerful boss who makes decisions and expects loyalty and obedience? Do promotions and perks get handed down for unquestioned compliance to policies and regulations issued from the person in charge?

  • Role Culture:

Do rules exist that define roles where the staff must take actions according to established directions? Are personal decisions discouraged in favor of following accepted patterns and standard operating procedures?

  • Achievement Culture:

Are people encouraged to be innovative and work together to achieve greater value to their organization and the customers they provide services and products? Is there freedom allowed for risk taking and encouragement for developing new ideas?

  • Support Culture:

Do people support one another and work together in a strong desire to accomplish a successful outcome for their immediate and long-term objectives? Is there a wholesome work environment where teamwork becomes fun and satisfying?

Is there an “ideal” culture for an organization? 

Imagine a healthy combination of each of the four cultures described above.

For example:

It would have people in charge who possess a vision for progress and encourage others to follow their well-thought out initiatives. Instructions would be clear and make sense, because everyone concerned understands how the outcome would benefit the organization and their customers.

The complexities of doing business would be simplified with established guidelines and high standards to follow. Procedures would allow for exceptions and interpretations when decisions require an innovative approach to solve a problem.

People are acknowledged and rewarded for taking creative actions and accepting the responsibilities for the decisions they make.

Colleagues would find ways to support each other, especially when deadlines loom and the workload expands.

Here are four important reason why you may want to improve the culture of your organization.

You want to:

  1. Develop an aggressive approach to marketing and sales,
  2. Hire more qualified employees and retain your experience staff,
  3. Merge your organization with another that has a different culture,
  4. Make a greater impact and increase profits. 

If you recognize the culture of your organization needs improvement, here’s how Priority Learning has helped others develop a new and more productive culture – and how we’ll help you.

We work with you to evaluate your:

  • Procedures and regulations,
  • In-house communications and work habits,
  • Decision-making process,
  • Rewards systems,
  • Office and production environment,
  • Internal and external relationships,
  • Informal rules and unofficial practices,
  • Key personal to serve as role models and leaders.

Once you make the decision to improve your organization’s culture, we provide guidance for the important first step - select a Steering Committee.

The Steering Committee has the responsibility to:

  1. Prepare, administer and score a cultural evaluation test of your organization,
  2. Analyze the results of the test and develop an action plan for improvement.
  3. Identify cultural components and methods for change and revitalization.
  4. Establish a reasonable timetable to measure results.
  5. Create a method to assure the new culture continues and grows with the organization. 

We meet with your Steering Committee at the Priority Learning facility or your location. A cultural change requires an understanding that the process can be exciting, as well as cause frustrations. Change is often viewed with skepticism. Constant communication throughout the organization about developments must be a vital part of the process.

Are your ready to transform the culture of your organization and achieve greater success?

Priority Learning has helped large and small organizations transform their way of doing business as a result a cultural change. We are ready to guide you through the process.

For more information, contact Lorraine Twombly at 207-653-2552 or email at

The Leadership Maker

By Ralph Twombly

Order the book!
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    Preparation for Building a Culture

    Before we pull the curtain to reveal the magic of building a culture, it will help to disclose a few discoveries I made while working with three developing organizations.

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CARE Initiative

Poll Question

The word "Empowerment" has been, in our experience, a little tough to implement in some organizations. Which of the following best describes “Empowerment” at your organization…

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