Defensa de JOH insiste que testimonio de analista de la DEA es falso y solici...
Freedom at Work - Globally - Phil Clothier at Worldblu Live 2013
1. Freedom at Work – Globally
Phil Clothier - Worldblu Live - Denver May 2013
2. 2
How do you transform a
whole team or organisation?
(or even a whole nation)?
3.
4.
5. 5
corruption
bureaucracy
inequality
poverty
unemployment
crime/violence
environmantal pollution
emphasis on materiality
self interest
drug addiction
caring for the elderly
economic growth
concern for future generations
job security
affordable housing
caring for the disadvantaged
environmental awareness
social justice
children
material wealth
Latvia National Values - 2007
family
children
health
honesty
humour/fun
caring
adaptability
friendship
responsibility
compassion
Personal Values Desired CultureCurrent Culture
12. economic growth
caring for elderly
affordable housing
concern for future generations
job security
social justice
caring for the disadvantaged
environmental awareness
human rights
material wealth
caring for elderly
economic growth
concern for future generations
job security
environmental awareness
caring for the disadvantaged
affordable housing
education
honesty
prosperity
Latvian
Desired Culture
Russian
Desired Culture
16. 16
Organisation A Organisation B
Value
client satisfaction
making a difference
integrity
teamwork
humor/fun
quality
ethics
financial stability
Level
2
6
5
4
5
3
7
1
Value
blame
short term focus
internal competition
buck passing
risk averse
customer satisfaction
information hoarding
profit
Level
2
1
2
3
1
2
2
1
A Tale of Two Companies
Service
Making a Difference
Internal Cohesion
Transformation
Self-Esteem
Relationship
Survival
17. 17
Maslow’s Needs to Barrett’s Consciousness
Know and
Understand
Physiological
Safety
Love & Belonging
Self-esteem
Abraham Maslow
Know and
Understand
N e e d s C o n s c i o u s n e s s
Self-Actualization
Richard Barrett
18. 18
Story of a full spectrum organisation
Service to humanity and societal contribution
External collaboration, community involvement
Sense of purpose & strong internal community
Ongoing improvement and employee participation
High performance systems, high quality output
Positive relationships that support organisation needs
Financial viability and employee safety
19. 19
Are your company core values lived?
1. long hours (L)
2. being the best
3. cost reduction (L)
4. poor communication (L)
5. client collaboration
6. bureaucracy (L)
7. confusion (L)
8. arrogance (L)
9. hierarchy (L)
10. silo mentality (L)
1. accountability
2. customer satisfaction
3. being the best
4. commitment
5. compassion
6. continuous improvement
7. integrity
8. teamwork
9. cost effectiveness
10. respect
Core Values
client collaboration
teamwork
delivery
meritocracy
integrity
Core Values (I-Care)
integrity
compassion
accountability
respect
excellence
24. 24
CTT National Assessments – Status May 2013
Denmark
2008
Latvia
2007
Sweden *2012
2009, 2010, 2011,
2012
Iceland
2008, 2010
Belgium
2010
UK
2012
Finland
2010, 2011
Spain
(Extremadura) 2010
Macedonia
(Skopje) 2009
Switzerland
2011
France
2012
USA *2011
2009, 2010, 2011
Australia
2009
Canada
2010
South Africa
2011
Bhutan
2008
Brazil
2010
Nigeria
2012
Argentina
2001**
Egypt
T.B.D.
Singapore
2012
Bahamas
T.B.D.
India
T.B.D.
United Arab
Emirates
T.B.D.
Qatar
T.B.D.
South America
North America
Africa
Asia
Oceania
Europe
Venezuela
2010 **
Trinidad
Tobago
2012
* Community Assessments ** Not statistically valid
Hungary
2012 (Test)
Slovakia
2012 (Test).
New Zeeland
T.B.D.
Italy
2012
25. 25
Cultural Entropy Percentages by Nation
82
79 79
73 72
63
60 59 57 57 56 54 53 51
48
42 42 42 41
32
26
21
12
4
0
10
20
30
40
50
60
70
80
90
Hungary
Slovakia
Trinidad
Italy
Venezuela
Iceland
Argentina
UK
Nigeria
France
USA
Latvia
Belgium
Brazil
Finland
Australia
SouthAfrica
Sweden
Singapore
Canada
Switzerland
Denmark
UAE
Bhutan
Cultural entropy is a measure of dysfunctional, toxic or destructive energy in a system
+25% return on assets vs -80% return on assestsSmall staff turnovervs 50%+ staff turnover
The story of a full spectrum organisation.1. Imagine a company that is conscious and fair in the way it sets prices and pay. Because it has moved beyond fear driven greed is it now profitable, financially stable and creates a good shareholder return. It also provides safe and comfortable working conditions for its people.2. When people walk into the office each day they smile and greet each other warmly. There is a healthy sense of respect and customers feel well looked after.3. The organisation invests in high performing systems. It trains it’s people to be excellent at doing their jobs and the staff are proud to tell others who they work for.4. This is an organisation that moves forward through innovation and continuous improvement. It has the adaptability and resilience to weather tough times. People feel empowered and have the courage to ask the tough questions, it is OK to make mistakes.5. People feel inspired by the vision and values. There are high levels of trust and a deep sense of purpose, fun and team spirit6. This is a collaborative working environment for staff, customers, suppliers and the community where people focus on win-win for all concerned. The investment in leadership development means that leaders are making a sustainable difference inside and outside the organisation.7. For this group, ethics is not about compliance but truly doing what they believe is right, deep down in their hearts. There is a knowing that by doing their jobs, people are serving society & future generations.