1. Person or firm who created the framework
The Cultural Web Model was developed by Gerry Johnson and Kevan Scholes.
2. Description of the framework
The Cultural Web Model is a tool used to analyze and understand an organization’s culture. It identifies six interrelated elements that together form the organizational culture:
- Stories: The narratives and anecdotes shared within the organization that convey its history, values, and norms.
- Rituals and Routines: The regular activities and behaviors that characterize the organizational life.
- Symbols: The logos, dress codes, and physical artifacts that represent the organization.
- Organizational Structure: The formal and informal organizational hierarchy and reporting lines.
- Control Systems: The mechanisms and processes used to monitor and control behavior within the organization.
- Power Structures: The individuals or groups who hold the most influence within the organization.
The model provides a comprehensive view of the organizational culture and helps identify areas for cultural change.
3. The framework's "secret sauce"
The distinctive feature of the Cultural Web Model is its holistic approach to understanding organizational culture. By examining multiple elements that shape culture, the model provides a nuanced and detailed understanding of the organizational culture and helps identify areas for change.
4. Situations for which the framework is particularly well suited
- Cultural change initiatives
- Organizational restructuring or redesign
- Strategic planning and execution
- Diagnosing cultural issues and identifying root causes
- Complex change initiatives requiring a holistic approach
5. Practical instructions for using this framework
Step 1: Assess the Current Culture
- Conduct a Cultural Analysis:
- Assess each of the six elements of the Cultural Web: stories, rituals and routines, symbols, organizational structure, control systems, and power structures.
- Use interviews, surveys, and document analysis to gather data.
- Identify Cultural Strengths and Weaknesses:
- Identify the strengths and weaknesses of the current culture.
- Determine how the current culture supports or hinders the organization’s goals.
- Map the Current Culture:
- Create a visual representation of the current culture using the Cultural Web diagram.
- Highlight areas that align with the desired culture and areas that need change.
Step 2: Design the Desired Culture
- Develop the Desired Culture Design:
- Create a detailed design of the desired future culture, ensuring alignment with the organization’s values and strategic goals.
- Use best practices and innovative approaches to inform the design.
- Engage Stakeholders in the Design Process:
- Involve key stakeholders in the design process to ensure their input and buy-in.
- Use workshops and collaborative sessions to develop the design together.
- Align with Organizational Goals:
- Ensure that the desired culture is aligned with the organization’s overall strategic goals and priorities.
- Communicate the alignment to build commitment and support.
Step 3: Develop and Implement the Change Plan
- Create a Cultural Change Plan:
- Develop a detailed plan that outlines the steps, timelines, and resources needed to achieve the desired culture.
- Assign responsibilities and establish clear accountability for each task.
- Provide Training and Resources:
- Offer training programs to ensure that employees understand and can effectively adapt to the new cultural practices.
- Provide the necessary resources and tools to support implementation.
- Monitor and Adjust:
- Continuously monitor the implementation of the cultural change plan to track progress and identify any issues.
- Use feedback and performance data to make necessary adjustments to the plan.
Step 4: Embed the Change
- Integrate New Cultural Practices:
- Embed the new cultural practices into the organizational culture to ensure sustainability.
- Use policies, procedures, and performance metrics to reinforce the change.
- Foster Continuous Improvement:
- Encourage ongoing feedback and innovation to sustain the cultural change.
- Provide continuous learning and development opportunities to build the capabilities needed for sustained success.
- Evaluate the Impact:
- Conduct regular evaluations to assess the effectiveness of the cultural change and its impact on the organization.
- Use the insights gained to inform future cultural change initiatives.
6. Further Reading
“Exploring Corporate Strategy” by Gerry Johnson, Kevan Scholes, and Richard Whittington
Download the complete Field Guide to Change Managment Frameworks
