C208 - Section 1 Understanding the Need for Change

organizational environment

the shared values, beliefs, and behaviors that shape how people think, interact, and get work done within an organization

culture

the shared values, beliefs, behaviors, and norms that shape how people work and interact within an organization

leadership

the ability to influence, guide, and support individuals or teams in achieving organizational goals

change readiness

the extent to which an organization and its members are prepared and willing to implement change successfully

culture alignment

the degree to which an organization's culture supports its mission, values, goals, and strategic priorities

Competing Values Framework (CVF)

a model used to understand and assess organizational culture by categorizing it into four distinct culture types

clan culture

a collaborative, people-focused culture that emphasizes teamwork, participation, mentoring, and employee development

adhocracy culture

an innovative, flexible culture that values creativity, risk-taking, and adaptability to change

market culture

a results-oriented culture focused on competition, productivity, goal achievement, and organizational performance

hierarchy culture

a structured, process-focused culture that emphasizes stability, formal procedures, consistency, and efficiency

Organizational Culture Assessment Instrument (OCAI)

a survey tool based on the Competing Values Framework that measures an organization's current and preferred culture types

drivers of change

factors or forces that create the need for an organization to adapt, improve, or transform

external drivers

influences outside the organization, such as regulations, technology, market competition, or patient needs, that prompts change

internal drivers

forces that arise from internal operations, often as a response to external pressures or inefficiencies that limit performance

disruptive change

a significant change that fundamentally alters existing processes, services, or ways of working

change readiness

the extent to which an organization and its members are prepared and willing to successfully implement change

McKinsey 7-S Model

a framework used to evaluate organizational effectiveness by examining seven interconnected elements that influence successful change. Includes strategy, structure, systems, shared values, style, staff and skills.

strategy

the organization's plan for achieving its goals and maintaining a competitive advantage

structure

how the organization is organized, including reporting relationships, roles, and responsibilities

systems

the processes, policies, and procedures used to carry out daily operations

shared values

the core beliefs and guiding principles that shape the organization's culture and decision-making

style

the leadership approach and management practices demonstrated throughout the organization

skills

the knowledge, competencies, and abilities employees possess to achieve organizational goals