Nonprofit Organizational Assessment

must then assess and clearly identify the new, desired culture, and then design a
change process.
Cummings & Worley (2004, p. 491 – 492) give the following six guidelines for cultural
change, these changes are in line with the eight distinct stages mentioned by Kotter
(1995, p. 2):
1. Formulate a clear strategic vision (stage 1, 2, and 3). In order to make a cultural
change effective a clear vision of the firm's new strategy, shared values and
behaviors is needed. This vision provides the intention and direction for the
culture change (Cummings & Worley, 2004, p. 490).
2. Display top-management commitment (stage 4). It is very important to keep in
mind that culture change must be managed from the top of the organization, as
willingness to change of the senior management is an important indicator
(Cummings & Worley, 2004, page 490). The top of the organization should be
very much in favor of the change in order to actually implement the change in the
rest of the organization. De Caluwé & Vermaak (2004, p 9) provide a framework
with five different ways of thinking about change.
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