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How Culture is Key to Sustainable Social Change - Oli Gibson


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A proposed working culture based on three principles for sustainable social change. We will take a tour of a number of companies who have successfully embraced this cultural paradigm, give examples of the practices they used to develop their cultures and explain how they have all achieved positive social change.

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How Culture is Key to Sustainable Social Change - Oli Gibson

  1. 1. How Culture is Key to Sustainable Social Change
  2. 2. Actions that provide benefit to people and society that can be maintained over time SUSTAINABLE SOCIAL CHANGE
  3. 3. 3 CULTURAL PRINCIPLES Purpose over Profit Personal over Professional Trust over Control
  5. 5. Purpose over Profit
  6. 6. Use business to inspire and implement solutions to the environmental crisis
  7. 7. Treat all stakeholders equally Make decisions in the interest of purpose STAKEHOLDER OVER SHAREHOLDER VALUE
  8. 8. “Anyone who thinks you can have infinite growth on a finite planet is either a madman or an economist. Kenneth Boulding
  9. 9. When you live for purpose there are no competitors, only allies Collaboration enables you to grow your reach and amplify your impact COLLABORATION OVER COMPETITION
  10. 10. Ownership leads to a dependency on the owner to guard the organisations purpose Stewardship makes stakeholders responsible for maintaining organisational purpose STEWARDSHIP OVER OWNERSHIP
  11. 11. “B-ing” the change we want to see in the world
  12. 12. Stakeholder over Shareholder Value Collaboration over Competition Stewardship over Ownership PURPOSE OVER PROFIT
  13. 13. Personal over Professional
  14. 14. All people are of equal human worth People are good unless proven otherwise There is no single way to manage corporate issues well
  15. 15. Shared values are the core of culture Understanding of our colleagues enable us to have better relationships with each other VALUES OVER RULES
  16. 16. Remove job titles and descriptions Don’t separate people using hierarchy or status EQUALITY OVER HIERARCHY
  18. 18. Values over Rules Equality over Hierarchy Connection over Separation PERSONAL OVER PROFESSIONAL
  19. 19. Trust over Control
  20. 20. DOING OVER MANAGING People closest to the information tend to make the best decisions and own the execution Power stays in teams, people can focus on purpose not career progression
  21. 21. Centralised functions should be in service of those on the front-line Removing central control enables people to make the right decisions at the right time DISTRIBUTION OVER CENTRALISATION
  22. 22. 7000 nurses supported by just 30 people Head Office is servient to teams Volunteer task force teams set up and then disbanded for special projects
  23. 23. Removes need for management coordination Unlocks the collective power of minds TRANSPARENCY OVER OPACITY
  24. 24. Buurtzorg Web provides an online knowledge base shared by all teams No information is off-limits to teams People are trusted to handle the positive and negatives that come with open data
  25. 25. Doing over Managing Distribution over Centralisation Transparency over Opacity TRUST OVER CONTROL
  26. 26. Purpose over Profit Personal over Professional Trust over Control 3 CULTURAL PRINCIPLES
  27. 27. ANY QUESTIONS? You can find me at @oligibson & Thanks!