How can you use alternative Culture Change models to challenge conventional approaches?

1 Spiral Dynamics

Spiral Dynamics is a model that describes how human values and worldviews evolve and change over time, influenced by the interaction of life conditions, coping mechanisms, and emergent possibilities. According to Spiral Dynamics, there are eight levels of value systems, each represented by a color, that shape how people think, behave, and relate to others. By understanding the different levels and how they interact, you can design more effective and appropriate interventions and strategies for culture change that match the needs and aspirations of your stakeholders.

2 Cynefin Framework

The Cynefin Framework is a model that helps you categorize and respond to different types of problems and situations, based on the degree of complexity and uncertainty involved. The framework distinguishes between five domains: simple, complicated, complex, chaotic, and disorder. Each domain requires a different approach to sense-making, decision-making, and action-taking. By using the Cynefin Framework, you can avoid applying the same solution or method to every problem, and instead tailor your culture change efforts to the specific context and dynamics of each domain.

3 Theory U

Theory U is a model that guides you through a process of deep learning and transformation, from sensing the current reality and challenges, to presencing the emerging future and possibilities, to prototyping and co-creating the new culture and solutions. Theory U emphasizes the importance of shifting your awareness and consciousness, as well as your behaviors and actions, to enable culture change. By applying Theory U, you can foster a culture of innovation, collaboration, and co-creation, and overcome the barriers and blind spots that prevent you from achieving your desired outcomes.

4 Cultural Web

The Cultural Web is a model that helps you analyze and understand the elements and patterns that make up your current organizational culture, and how they influence your performance and strategy. The model consists of six interrelated components: stories, symbols, power structures, organizational structures, control systems, and routines and rituals. By mapping out these components, you can identify the strengths and weaknesses of your culture, as well as the gaps and inconsistencies between your espoused values and your actual practices. By using the Cultural Web, you can design and implement culture change initiatives that align with your vision and goals, and address the root causes and drivers of your culture.

5 Adaptive Leadership

Adaptive Leadership is a model that helps you lead and facilitate culture change in situations that are complex, uncertain, and ambiguous, and that require collective learning and experimentation. Adaptive Leadership distinguishes between technical problems, which have clear and known solutions, and adaptive challenges, which have unclear and unknown solutions. Adaptive Leadership also identifies four core practices: diagnosing the situation, mobilizing the system, regulating distress, and protecting voices of dissent. By adopting Adaptive Leadership, you can empower and engage your stakeholders, and create a culture of adaptability, resilience, and diversity.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?