Organizational Culture Change: Create Success with OCAI

How to make Change successful by engaging everyone in the validated OCAI survey and working on culture + change in teams
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  • Lectures 37
  • Contents Video: 11 hours
  • Skill Level All Levels
  • Languages English
  • Includes Lifetime access
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About This Course

Published 2/2013 English

Course Description

This Cultural Diversity Training: Organizational Culture Change Video Training is developed by OCAI Online, based on Marcella Bremer's pragmatic book: "Organizational Culture Change: Unleash your Organization's Potential in Circles of 10". How to make change work this time...?

In this Organizational Culture Change Video Training, Marcella shares her knowledge and experience guiding change starting with the Organizational Culture Assessment Instrument (OCAI), developed by Cameron and Quinn and based on their Competing Values Framework, followed by engaging OCAI Workshops that turn into change circles.

The core cultural diversity training course consists of 37 lectures, approximately 11 hours of explanation, cases and examples about organizational culture change. You can watch the videos whenever it suits you. Because we combine basic to advanced levels in this organizational culture change training, you may want to skip some videos or watch them all, depending on your background.

This engaging approach to organizational (culture) change is described in the paperback "Organizational Culture Change" (by Marcella Bremer) and is being taught and practiced twice a year on the international 3-day workshop: Culture Change Days.

Take this ultimate Cultural Diversity Training course right now and learn how to create success with OCAI

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What are the requirements?

  • Bachelor level or student

What am I going to get from this course?

  • Learn how to diagnose current and preferred culture with the OCAI
  • Identify different sub cultures, any resistance but also readiness to organizational culture change
  • Learn how to use the basics of change management to stimulate sustainable organizational culture change
  • Learn how to guide OCAI workshops to customize the outcome to this specific situation
  • Work with culture from identity & values down to daily behavior and performance so the organizational culture change becomes very specific and tangible
  • Engage people to organizational culture change by participation
  • Co-create successful change by developing executives, employees and the workplace

What is the target audience?

  • Management consultants
  • Human Resources practitioners (PHR, SPHR, GPHR)
  • Managers, executives, team leaders, CEOs
  • Business students

What you get with this course?

Not for you? No problem.
30 day money back guarantee.

Forever yours.
Lifetime access.

Learn on the go.
Desktop, iOS and Android.

Get rewarded.
Certificate of completion.

Curriculum

Section 1: Introduction
11:26
This is the introduction by Marcella Bremer. Watch or skip it, just as you like.
22:48

In lecture #2 we cover important basics:

  • What is organizational culture?
  • Functions of culture
  • Why it matters
  • Can culture be changed?
  • Tell and sell it!
Section 2: Competing Values Framework and the OCAI
17:25

In lectures #3 and #4 we discuss the underlying model and theory:

  1. Competing Values Framework
  2. OCAI: 4 culture types
  3. Jung, MBTI, Five Factor Model
  4. How to assess culture
  5. 6 aspects of culture
  6. The outcome
You can try the OCAI online if you go to: http://www.ocai-online.com, select OCAI One. This is the free trial version: http://www.ocai-online.com/products/ocai-one
18:58

In lectures #3 and #4 we discuss the underlying model and theory:

  1. Competing Values Framework
  2. OCAI: 4 culture types
  3. Jung, MBTI, Five Factor Model
  4. How to assess culture
  5. 6 aspects of culture
  6. The outcome
You can try the OCAI online if you go to: http://www.ocai-online.com, select OCAI One. This is the free trial version: http://www.ocai-online.com/products/ocai-one
19:28

In lectures #5 and #6 we take a look at some different culture profiles so you get a better look and feel:

  • Comparisons: Financial sector, Health Care, Government
  • About the quantified scores
  • Government: Managers versus Workers
  • Different profiles for different industries
  • Congruence on the 6 culture aspects
21:03

In lectures #5 and #6 we take a look at some different culture profiles so you get a better look and feel:

  • Comparisons: Financial sector, Health Care, Government
  • About the quantified scores
  • Government: Managers versus Workers
  • Different profiles for different industries
  • Congruence on the 6 culture aspects
26:48

In lecture 7 we briefly show some features and disadvantages of the OCAI tool:

  • Features and advantages
  • Disadvantages of the OCAI
  • What I like as a consultant
  • Use of OCAI for different reasons
Section 3: Preparing Change and Making Practical Choices
15:33

In lectures 8 and 9 we discuss the necessary conditions for successful change:

  • Will and Skill of Culture Change
  • The C’s and P’s of culture change
  • The Chariot of Change
  • Logical levels in change
  • The ABCDE-scheme to change
16:31

In lectures 8 and 9 we discuss the necessary conditions for successful change:

  • Will and Skill of Culture Change
  • The C’s and P’s of culture change
  • The Chariot of Change
  • Logical levels in change
  • The ABCDE-scheme to change
18:41

In lectures 10 and 11 we talk about the practical choices when you prepare the use of the OCAI:

  • Project group for change
  • Objective, target group, definitions
  • Choice of profiles / Group versus Individual profiles
  • Participation, Privacy and Openness
  • Planning and duration, progress and ending
18:03

In lectures 10 and 11 we talk about the practical choices when you prepare the use of the OCAI:

  • Project group for change
  • Objective, target group, definitions
  • Choice of profiles / Group versus Individual profiles
  • Participation, Privacy and Openness
  • Planning and duration, progress and ending
19:44

In lecture 12 we give some extra attention to Internal Communications:

  • Importance of internal communication
  • Continuous communication
  • Communication levels
  • Internal communications plan
  • After the assessment
Section 4: Doing OCAI Workshops after the OCAI assessment
14:19

In lecture 13 we share a case about a Care Center for Disabled people:

Case: Care Center for Disabled people
Their culture profile
Their challenge…

14:24

In lectures 14 and 15 we see how we can organize the OCAI workshops after the assessment:

  • Working with your OCAI results
  • Purpose of the OCAI workshops
  • Practical: Participation (who and how)
  • Group leaders
  • 1 or 2-day Workshop
15:19

In lectures 14 and 15 we see how we can organize the OCAI workshops after the assessment:

  • Working with your OCAI results
  • Purpose of the OCAI workshops
  • Practical: Participation (who and how)
  • Group leaders
  • 1 or 2-day Workshop
16:24

In lectures 16-18 we start the OCAI workshop:

  • Workshop group process, rules, leading
  • How did the assessment go?
  • Discussing current culture: Consensus
  • Defining current culture: “Our way” from values down to behavior
This complete workshop and change process including the steps is described in the Culture Change Book by Marcella Bremer. Read more about the book: http://www.ocai-online.com/products/organizational-culture-change-book, or order your copy right away on Amazon.
16:26

In lectures 16-18 we start the OCAI workshop:

  • Workshop group process, rules, leading
  • How did the assessment go?
  • Discussing current culture: Consensus
  • Defining current culture: “Our way” from values down to behavior
18:21

In lectures 16-18 we start the OCAI workshop:

  • Workshop group process, rules, leading
  • How did the assessment go?
  • Discussing current culture: Consensus
  • Defining current culture: “Our way” from values down to behavior
18:15

In lectures 19-20 we continue the OCAI workshop:

  • Exploring the future
  • Re-assess the preferred culture
  • Adjust the preferred culture profile
  • Defining preferred culture: “Our way” from values down to behavior
This complete workshop and change process including the steps is described in the Culture Change Book by Marcella Bremer. Read more about the book: http://www.ocai-online.com/products/organizational-culture-change-book, or order your copy right away on Amazon.
18:34

In lectures 19-20 we continue the OCAI workshop:

  • Exploring the future
  • Re-assess the preferred culture
  • Adjust the preferred culture profile
  • Defining preferred culture: “Our way” from values down to behavior
19:46

In lectures 21-22 we finish the OCAI workshop:

  • Plan of change
  • Actions, blockages, solutions
  • General recommendations
  • Priorities
  • Implementation
  • Selling change with stories
This complete workshop and change process including the steps is described in the Culture Change Book by Marcella Bremer. Read more about the book: http://www.ocai-online.com/products/organizational-culture-change-book, or order your copy right away on Amazon.
21:10

In lectures 21-22 we finish the OCAI workshop:

  • Plan of change
  • Actions, blockages, solutions
  • General recommendations
  • Priorities
  • Implementation
  • Selling change with stories
Section 5: Various Cases, Caveats, Leadership and Interventions
16:42

In lectures 23-25 we discuss another OCAI case:

A merger of 5 organizations in mental health care.
Their profiles, their challenges, the outcome and lessons learned…

15:52

In lectures 23-25 we discuss another OCAI case:

A merger of 5 organizations in mental health care.
Their profiles, their challenges, the outcome and lessons learned…

14:33

In lectures 23-25 we discuss another OCAI case:

A merger of 5 organizations in mental health care.
Their profiles, their challenges, the outcome and lessons learned…

18:16

In lectures 26-27 we tune into various expressions of culture types:

* Effective examples of the culture types
* Ineffective examples or the “dark side” of each culture type

19:09

In lectures 26-27 we tune into various expressions of culture types:

* Effective examples of the culture types
* Ineffective examples or the “dark side” of each culture type

15:05

In lectures 28-30 we examine the crucial role of leadership:

  • Crucial role of leadership and … insufficient leadership
  • Personality traits and management roles that support the culture types
16:05

In lectures 28-30 we examine the crucial role of leadership:

  • Crucial role of leadership and … insufficient leadership
  • Personality traits and management roles that support the culture types
15:34

In lectures 28-30 we examine the crucial role of leadership:

  • Crucial role of leadership and … insufficient leadership
  • Personality traits and management roles that support the culture types
15:31

In lectures 31-33 we look at:

  • Some examples of different culture interventions
  • For each culture type and by Level A-E
  • Persistance: Just keep doing it!
17:31

In lectures 31-33 we look at:

  • Some examples of different culture interventions
  • For each culture type and by Level A-E
  • Persistance: Just keep doing it!
15:22

In lectures 31-33 we look at:

  • Some examples of different culture interventions
  • For each culture type and by Level A-E
  • Persistance: Just keep doing it!
Section 6: Finally, an Abundant, Positive, Flexible Future...?
20:56

In lectures 34-35 we get some extra inspiration:

  • The extraordinary story of Rocky Flats, a nuclear weapons plant that had to be taken down. This required collective, positive leadership and an “abundance approach”. Feel inspired!
  • Turn positive in your organization and utilize the “positive energy networks”!
Would you like to practice how to guide change according to this training? Join the Culture Change Days and experience what the lectures tell you. Register here: http://www.ocai-online.com/products/culture-change-days
21:26

In lectures 34-35 we get some extra inspiration:

  • The extraordinary story of Rocky Flats, a nuclear weapons plant that had to be taken down. This required collective, positive leadership and an “abundance approach”. Feel inspired!
  • Turn positive in your organization and utilize the “positive energy networks”!
15:58

In lectures 36-37 we explore current and future trends on organizational culture:

  • People want more of Clan and Adhocracy Culture types
  • Explanations from: Motivation Theory and the Global Economy
  • We take a look at Generation Y entering the workplace
17:17

In lectures 36-37 we explore current and future trends on organizational culture:

  • People want more of Clan and Adhocracy Culture types
  • Explanations from: Motivation Theory and the Global Economy
  • We take a look at Generation Y entering the workplace
Would you like to practice how to guide change according to this training? Join the Culture Change Days and experience what the lectures tell you. Register here: http://www.ocai-online.com/products/culture-change-days
Let's develop the workers, the workplace and the world!
All my best, Marcella Bremer

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Instructor Biography

Marcella Bremer, Lets develop the workers, the workplace and the world!

Marcella Bremer is an author, speaker, culture & change consultant and energizer for the workplace. She helps leaders, consultants, and professionals make a difference at work by positive leadership, inclusive change and cultures of kindness.

She co-founded OCAI online that provides Cameron & Quinn's validated Organizational Culture Assessment Instrument (OCAI) online. She teaches fellow consultants and leaders how to utilize this tool as well as consults with organizations in change.

She co-founded “Kikker Groep" consultancy for organization development in the Netherlands.

She publishes the digital Leadership & Change Magazine since 2013 – to help professionals make a difference at work with positive leadership, culture & change.

She published two books: “Nieuwe Helden" (New Heroes, in Dutch) and “Organizational Culture Change: Unleash your Organization's Potential in Circles of 10". She periodically publishes the book collections “Positive Leadership & Change" based on the digital magazine.

She has an MScBA degree from Rotterdam School of Management and is on a permanent learning journey through various workshops, courses and training on personal development, leadership, culture, change and organization development.

She is married with three sons and lives in the Netherlands but does consulting and workshops globally.

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