The Precast/Prestressed Concrete Institute

Culture Building | Team Development | Organizational Excellence 

OVERVIEW

Founded in 1954, the Precast/Prestressed Concrete Institute (PCI) is the technical institute and trade association for the precast, prestressed concrete structures industry. Over the course of three years, PCI partnered with .orgSource to refine its organizational identity, strengthen team-building skills, and cultivate a culture that would drive excellence. Led by PCI’s President and CEO, Bob Risser, PE, the organization set out to become an exceptional place to work, embarking on a multi-phase journey to define and embody a unique and positive organizational culture.

The challenge

Building a positive organizational culture for associations requires more than just vision; it demands strategy, clarity, and commitment. Bob Risser recognized that enhancing PCI’s workplace culture could strengthen the team and create an environment where staff felt motivated and aligned with a shared purpose. He wanted his team to identify common goals and embrace a unifying identity that would define how they worked together and achieved success. 

The Solution

Phase One: Defining PCI’s Unique DNA
The project began with activities and discussions to identify the core qualities that represent PCI’s cultural identity. Through strategic exploration, the team pinpointed seven pillars of their workplace culture: 

  • Service 
  • Collaboration 
  • Accountability 
  • High-performing and results-oriented 
  • Diversity 
  • Work/life balance 
  • Fun 

Effective communication and trust were identified as foundational elements woven throughout these values. 

Phase Two: Behavioral Framework
PCI’s team went deeper by defining specific behaviors that exemplify each cultural quality. For instance, someone demonstrating collaboration would: 

  • Encourage teamwork 
  • Ask for help when needed 
  • Define team roles and responsibilities 
  • Provide constructive feedback 
  • Welcome and act on feedback 

This level of clarity fostered a shared language for PCI’s professional environment and brought objectivity to conversations about attitudes and behaviors. 

Phase Three: Enhancing Internal Service
With its cultural framework in place, PCI explored ways to enhance internal service. Leadership appointed a Culture Committee to oversee the initiative. The committee identified communication, trust, and conflict resolution as key competencies for ongoing development. 

Through workshops, team-building exercises, and leadership training, PCI worked to embed these qualities into its daily operations and relationships. 

The Results

PCI’s transformation illustrates the power of cultivating a positive organizational culture for associations. Key outcomes included: 

  • Strengthened collaboration and communication across departments. 
  • A unified team aligned around shared goals and values. 
  • Greater resilience and innovation in addressing organizational challenges. 

 

The culture-building process enabled PCI to: 

  • Recognize and respond to disruption with agility. 
  • Foster collaboration to address challenges. 
  • Share vision and goals effectively across the organization. 

 

As Risser noted, “The staff did the hard work to discover how they define excellence and how to achieve that vision.” PCI now stands as a model for associations seeking to transform their workplace culture into a strategic asset. 

Key Takeways

  • A well-defined culture provides a foundation for collaboration, trust, and innovation. 
  • Clear behavioral frameworks create alignment and objectivity around organizational goals. 
  • Culture-building initiatives can drive long-term success in associations and beyond. 

Are You Ready to Elevate Your Association to New Heights with a Future-Ready Partner?

Contact .orgSource today to learn how they can help you unlock growth, build resilience, and achieve excellence for your organization.