Three cultural models to form one picture

Cameron and Quinn’s competing values framework

By analysing how internally and externally focused you are and how flexible and stable your structure is, we’ll find out which of four cultures your organisation favours and where it wants to be.

Johnson and Scholes’ cultural web

This model identifies the key contributors to your organisation’s culture.

Crug’s 5C’s of culture

For some reason, I do some of my best thinking when recovering from surgery. I came up with Crug’s 5C’s of culture model after having a knee ligament repaired.

Like a triangle, a strong culture built on solid foundations will withstand pressure from above when the clouds open up and hailstones the size of bowling balls (golf balls just aren’t big enough) come crashing down.

The model is used to sort the key contributors to your organisation’s culture into the spots that need to become bigger and those that need to become smaller.

1. Concrete: the bedrock on which your organisation is built.

2. Contributors: the things that enhance your culture.

3. Cushions: the nice to do that probably aren’t crucial.

4. Clouds: the parts of your organisation that aren’t catastrophic but hold you back.

5. Crushers: anything causing a toxic culture that needs to be eradicated.