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How to Grow a Company Culture

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http://management30.com
How do we grow a great organizational culture?
How do we create a work environment people will be proud of?

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How to Grow a Company Culture

  1. How to Grow a Company Culture
  2. How do we grow a great organizational culture? How do we create a work environment people will be proud of?
  3. The company Enron had the values integrity, communication, respect, and excellence displayed in its corporate lobby. Did that work for them?
  4. Culture eats strategy everything for breakfast.
  5. Clarity of values can make a significant contribution toward good behaviors and a better culture.
  6. Want to work with your peers to solve problems facing today's change management? Learn to increase employee engagement at a Management 3.0 workshop! https://management30.com/events/
  7. But… are the espoused values also the enacted values?
  8. The primary function of leadership is to nurture culture through values.
  9. What do we care about?
  10. Who do we want to be?
  11. How do we want to act?
  12. Great companies create frameworks that use societal value and human values as decision-making criteria. - Elizabeth Moss Kanter source: HBR, “How Great Companies Think Differently” https://hbr.org/2011/11/how-great-companies-think-differently/
  13. When it comes to language, protocols, culture, and values, you don’t want variability, you want consistency. - Dave Gray, The Connected Company
  14. Without a common workplace culture and identity, it's too easy for differences, instead of similarities, to shape trust relations. - Robert F. Hurley, The Decision to Trust
  15. OK, how do we define values, and get better behaviors and results?
  16. There is no scientific evidence that planned culture change produces changed culture. The change can only happen in many, many local interactions, not through some central plan or program. - Ralph Stacey, Complexity and Organizational Reality Well, not by planning the culture
  17. You don’t create a culture. It happens. This is why new companies don’t have a culture. Culture is the by-product of consistent behavior. - Jason Fried, ReWork
  18. The trick is to invite and/or discourage certain behaviors. You cannot change an organization's culture. What you can change is the guideposts, transparency, and boundaries.
  19. When we are removed from any benchmarks of ethical thought, we tend to stray into dishonesty. But if we are reminded of morality at the moment we are tempted, then we are much more likely to be honest. - Dan Ariely, Predictably Irrational
  20. Create guideposts Envision a desired culture and keep iterating
  21. Acceptance Benevolence Confidence Discipline Excitement Friendliness Accessibility Boldness Conformity Discovery Experience Friendship Accomplishment Bravery Consistency Discretion Expertise Fun Accountability Brilliance Contentment Diversity Exploration Generosity Accuracy Calmness Cooperation Drive Expressiveness Gratitude Achievement Camaraderie Courage Duty Extroversion Growth Activeness Candor Courtesy Dynamism Exuberance Happiness Adaptability Capability Craftiness Eagerness Fairness Harmony Adventure Carefulness Creativity Education Faith Health Aesthetics Caution Credibility Effectiveness Faithfulness Helpfulness Agility Change Cunning Efficiency Family Heroism Alertness Charity Curiosity Elegance Fearlessness Honesty Ambition Cheerfulness Daring Empathy Ferocity Honor Appreciation Clarity Decisiveness Encouragement Fidelity Hopefulness Approachability Cleanliness Dedication Endurance Fierceness Hospitality Assertiveness Cleverness Dependability Energy Fitness Humility Attentiveness Collaboration Determination Enjoyment Flexibility Humor Availability Commitment Devotion Entertainment Fluency Imagination Awareness Compassion Dignity Enthusiasm Focus Impartiality Balance Competence Diligence Equality Frankness Independence Beauty Concentration Directness Excellence Freedom Ingenuity The Big Value List… pick your favorites! Page 1
  22. Initiative Maturity Persistence Resilience Skill Tranquility Innovation Meticulousness Persuasiveness Resolution Solidarity Transcendence Inquisitiveness Mindfulness Philanthropy Resolve Speed Trust Insightfulness Modesty Playfulness Resourcefulness Spirituality Trustworthiness Inspiration Motivation Pleasure Respect Spontaneity Truth Integrity Neatness Power Responsibility Stability Understanding Intelligence Open-mindedness Pragmatism Responsiveness Status Uniqueness Introversion Openness Precision Restraint Stealth Unity Intuitiveness Optimism Preparedness Rigor Stewardship Valor Inventiveness Order Privacy Sacrifice Strength Variety Joy Orderliness Proactivity Security Success Vigor Justice Organization Professionalism Self-control Support Vision Kindness Originality Prudence Self-discipline Sympathy Vitality Knowledge Outlandishness Punctuality Self-reliance Synergy Warmth Leadership Outrageousness Purposefulness Sensitivity Teamwork Willfulness Learning Passion Rationality Serenity Thankfulness Wisdom Liberty Patience Realism Service Thoroughness Wittiness Logic Peace Reason Sharing Thoughtfulness Wonder Love Perceptiveness Reflection Silliness Thrift Zeal Loyalty Perfection Regularity Simplicity Timeliness Mastery Perseverance Reliability Sincerity Tolerance The Big Value List… pick your favorites! Page 2
  23. Handbooks / Culture Books In some companies, employees document espoused values and culture with a book or video. Values
  24. source: © 2014 Zappos, “2014 Culture Book” http://www.zapposinsights.com/culture-book Zappos
  25. source: © 2014 Zappos, “2014 Culture Book” http://www.zapposinsights.com/culture-book Zappos
  26. Ooooh, nice…
  27. source: © 2013 IDEO, “The Little Book of IDEO” http://www.slideshare.net/timbrown/ideo-values-slideshare1 IDEO
  28. source: © 2013 IDEO, “The Little Book of IDEO” http://www.slideshare.net/timbrown/ideo-values-slideshare1 IDEO
  29. Create transparency In some organizations, employees communicate enacted values and culture with stories.
  30. Many organizations hold a yearly company-wide values day where everybody is invited […] to revisit the organization’s purpose, values, and ground rules and inquire how they […] live up to them. - Frédéric Laloux, Reinventing Organizations Values Day
  31. Stories and ideas that bring the philosophy to life are published […] These anecdotes are repeated to reinforce the culture and are made available to everyone. - Jay R. Galbraith, Designing the Global Corporation
  32. Comparing documented values with stories of actual behaviors helps you reinforce and redefine the culture, iteratively.
  33. Create boundaries Discourage the bad behaviors Encourage the good ones
  34. The culture of any organization is shaped by the worst behavior the leader is willing to tolerate. - Gruenter and Whitaker (source unknown)
  35. Maybe better… The culture of any organization is shaped by the best behavior the leader is willing to amplify.
  36. At the end of the day, you just ask yourself, “How did our vision and values influence decisions I made today?” If they did not, then they are pretty much BS. - Peter Senge, The Fifth Discipline
  37. At the end of the day, you just ask yourself, “How did our vision and values influence decisions I made today?” If they did not, then they are pretty much BS. - Peter Senge, The Fifth Discipline
  38. Reinventing Organizations – Frédéric Laloux http://bit.ly/1J1baL7 Complexity and Organizational Reality – Ralph Stacey http://bit.ly/1NryFQv Predictably Irrational – Dan Ariely http://bit.ly/1JfFAGq The Decision to Trust – Robert F. Hurley http://bit.ly/1K4lkga The Connected Company – Dave Gray http://bit.ly/1PkwvAB Suggested Books
  39. Want to work with your peers to solve problems facing today's change management? Learn to increase employee engagement at a Management 3.0 workshop! https://management30.com/events/
  40. info@management30.com

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