Using the Five Ps to Drive

Sheila L. Margolis, PhD

©2014 Sheila L. Margolis  

Organizations Are Constantly Going through Change…

Some Good, Some Wasteful and Some Damaging

Let’s Simplify Organizational Change

5  Let’s Use the Five Ps to

Drive Organizational Change

Think About Your Organization Using the Five Ps:

Purpose, Philosophy, Priorities, Practices & Projections

The Central Three Ps Are Purpose, Philosophy & Priorities:

the Organization’s Core Culture

Core Culture Is the Organization’s Guiding Principles & Values

Core Culture Is the Essence of your Organization’s Culture

Core Culture Is the Foundation for Why the Organization Is in Business

and the Framework for How

Employees Conduct Business

Core Culture Is the Guide

for Employee Behavior,

Directed at Organizational Goals,

Accomplished through Shared Principles & Values

Therefore, Organizational Change Must Be Aligned with the

Core Culture

To Drive Organizational Change Using the Five Ps,

first,

Define Core Culture --the Purpose, Philosophy & Priorities--

and then, Align Practices and Projections with the

Core Culture

1  

The First P of the Five Ps and a Part of

Core Culture Is

Purpose

Purpose Is the Fundamental Reason

Why the Organization Exists

Purpose Is the Answer to the Question: Why Is the Work You Do Important?

Purpose Is the Cause that Defines Employees’ Contribution to Society

through their Work

Purpose Is a Human Focus

Purpose Is Inspirational and Motivational

Purpose Is the Organization’s Role in Improving Life

and the World We Live in

Any Organizational Change Should Ultimately Support the Purpose

2  

The Second P of the Five Ps and a Part of

Core Culture Is

Philosophy

Philosophy Is a Small Set of Fundamental, Distinguishing

and Enduring

Principles/Values that Guide How

Employees Work

And How You Do Work Matters

Philosophy Is like the Personality or Character of the Organization

Philosophy Provides Continuity in the Organization’s Principles & Values

Over Time

Philosophy Is How Insiders View the Organization as Being Different,

Especially from Competitors

Any Organizational Change Should Align with the Philosophy

Typically, Only Minor Changes Are Needed in the Purpose or Philosophy

Unless the Organization Cannot Stay in Business

Being Who It Is

3  

The Third P of the Five Ps and a Part of

Core Culture Are

Priorities

Priorities Are Principles & Values that Further Guide

How Employees Work

Priorities Are Where Organizations Embed Change in the

Core Culture

Organizations Have Strategic and Universal Priorities

Strategic Priorities Are Linked to Business Goals

Strategic Priorities Are the Additional

Principles/Values Needed to Achieve the Organization’s Strategy

When You Change Strategy,

Evaluate Changing Strategic Priorities

Strategic Priorities Enhance the Competitiveness of the Organization

and Enable It to Thrive

Changing Strategic Priorities Is a Way to

Shape Culture and Drive Change

Universal Priorities Are the Values that Promote an Engaged Workforce:

Fit, Trust,

Caring, Communication, Achievement &

Ownership

Universal Priorities Questions: Do I Fit?

Do I Trust Them? Do They Care About Me?

Am I Informed and Do They Listen? Am I Growing, Developing, Achieving?

Do I Feel Like an Owner?

Employees Who Answer “Yes” to these Questions Are More Likely to Be Engaged

Change May Be Required if the Organization Is Deficient in any of these

Universal Priorities

Any Organizational Change Should Support the Strategic and/or Universal Priorities

Most Organizational Change Is with the Remaining Two Ps:

Internal & External Practices and Projections

Core Culture Is Meaningless

if It’s Not Infused into

Practices and Projections

Most of the Changes an Organization Needs Is to Be Better at

Practicing and Projecting the Principles & Values of the

Core Culture

4  The Fourth P of the Five Ps

Is Practices

Practices Are the Behaviors and Actions

of Employees of the Organization

Practices Are Opportunities to Convert

Core Culture Principles & Values

into Actions

Practices Can Be Internal or External

Internal Practices Affect Employee-to-Employee Interactions

Internal Practices Include the Structure of the Organization;

How Work Is Designed; and

Systems, Processes, Equipment & Technology for Doing Work

Internal Practices also Include Internal Communications

and HR Practices such as

Recruitment, Selection & Retention; On-boarding;

Training & Development; and

Performance Management

External Practices Affect Employee Behaviors with Others

Outside the Organization

External Practices Include Markets & Customers,

Products & Services Offered and

Suppliers/Vendors & Business Partners

Review Internal and External Practices

Are Practices Aligned with the

Core Culture?

Do Practices Support and Reflect the

Core Culture?

If Not, Then Make Change

5  The Fifth P of the Five Ps

Is Projections

Projections Are the Images

the Organization Projects to the Public

Projections Include the Organization’s Name, Logo & Symbols;

Marketing, PR & Advertising; Employee Dress/Uniforms;

Offices & Stores; Location of Company Headquarters;

Image of the Leader; and

Community Activities

Review Projections

Are Projections Aligned with the

Core Culture?

If Not, Then Make Change

Screen Potential Changes by Answering this Question:

Does the Change Align with

and Support the

Core Culture?

Change Is Difficult

Change Adds Uncertainty

Change Can Be Threatening

For any Change to Stick, the Change Must Be Aligned

with the

Core Culture

Because Core Culture

Is Who the Organization Is

and How It Must Be to Thrive

And Core Culture

Is What Loyal Employees

Are Connected To

Use the Five Ps to Drive Organizational Change

www.SheilaMargolis.com