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