Organizational Culture Intro

1. Organizational Culture at Ohio Shared Services

2. Agenda • Opening Comments – Sherri • Purpose – Doug • Role of Culture – Matthew • OCAI Survey – Matthew • Next Steps 2 11/12/16

3. Purpose of the Meeting • Why are we here? • What do we hope to achieve? 3 11/12/16

4. WHAT IS ORGANIZATIONAL CULTURE? 4 11/12/16

5. SWITCHED AGENCIES Raise your hand if you’ve ever… 5 11/12/16

6. • I really had to get used to… • They never did this at my old job… • I wonder why they… 6 11/12/16

7. 7 11/12/16

8. 8 11/12/16 Drink me!

9. 9 11/12/16 So cool

10. 10 11/12/16 Oh, so very refreshing

11. 11 11/12/16

12. 12 11/12/16

13. 13 11/12/16 Observed Behaviors Customs Symbols Written Rules More…

14. 14 11/12/16 Observed Behaviors Customs Symbols Written Rules More… Values Attitudes Group Norms Unwritten Rules More…

15. 15 11/12/16 Culture hides more than it reveals, and it hides most effectively from its own participants. “ -Edward Hall

16. 16 11/12/16

17. 17 11/12/16 Culture is a pattern of shared tacit assumptions that was learned by a group as it solved its problems of external adaption and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems.

18. 18 11/12/16 Culture is the way we do things around here.

19. 19 11/12/16 Culture just is.

20. 20 11/12/16 Culture just is. There’s no right culture.

21. 21 11/12/16 Culture just is. There’s no right culture. There’s no wrong culture.

22. 22 11/12/16

23. 23 11/12/16 Competing Values

24. 24 11/12/16 Internal External

25. 25 11/12/16 Flexibility Control Internal External

26. 26 11/12/16 Flexibility Control Internal External

27. 27 11/12/16 Flexibility Control Clan Adhocracy Hierarchy Market Internal External

32. 32 11/12/16 Flexibility Control Clan Adhocracy Hierarchy Market Collaborate Do things together Internal External

33. 33 11/12/16 Flexibility Control Clan Adhocracy Hierarchy Market Collaborate Do things together Create Do things first Internal External

34. 34 11/12/16 Flexibility Control Clan Adhocracy Hierarchy Market Collaborate Do things together Create Do things first Compete Do things fast Internal External

35. 35 11/12/16 Flexibility Control Internal External Clan Adhocracy Hierarchy Market Collaborate Do things together Create Do things first Compete Do things fast Control Do things right

36. 6 Aspects of Culture 36 11/12/16 Dominant Characteristics Organizational Leadership Management of Employees Organizational Glue Strategic Emphasis Criteria of Success

37. 37 11/12/16 OCAI Organizational Culture Assessment Instrument

38. 38 11/12/16 Image via mistletoenholly.com

39. 39 11/12/16 Image via mistletoenholly.com What’s our current state?

40. 40 11/12/16 Image via mistletoenholly.com What’s our current state? What’s our desired state?

41. WHY I’M HERE TODAY 41 11/12/16

42. What I’m Asking For Please help me assess the culture of OSS. • 6 Question Survey – Current State – Desired State • No right or wrong answers • 15 Minutes to complete • Strictly anonymous – (Individual Responses vs. Collective) 42 11/12/16

43. PARTICIPATION IS VOLUNTARY 43 11/12/16

44. LOGISTICS 44 11/12/16

45. 1. I’ll send you an email. 45 11/12/16

46. 2. You’ll register using any valid email address 46 11/12/16

47. 3. You’ll create your own password 47 11/12/16

48. 4. You’ll see an introduction & instructions 48 11/12/16

49. NOTE from OCAI 49 11/12/16 Your details are safe. The system needs a valid email address for you to register and send you your personal culture profile. Your email address is not used for anything else. The results report of the assessment contains collective culture profiles and is thus anonymous. You alone can access your personal culture profile.

50. THE ASSESSMENT 50 11/12/16

51. Distribute 100 points among four alternatives Assign more points to the statement that’s most similar to OSS 51 11/12/16 100

52. 52 11/12/16 Question 1: Dominant Characteristics - current Statement A Statement B Statement C Statement D 100

53. 53 11/12/16 Question 1: Dominant Characteristics - current Statement A Statement B Statement C Statement D 55 20 20 5 100

54. 54 11/12/16 Question 1: Dominant Characteristics - current Statement A Statement B Statement C Statement D 55 20 20 5 100 Very similar Somewhat similar Somewhat similar Hardly similar

55. 55 11/12/16 Question 1: Dominant Characteristics - current Statement A Statement B Statement C Statement D 25 25 25 25 100 All somewhat similar

56. 56 11/12/16 Question 1: Dominant Characteristics - current Statement A Statement B Statement C Statement D 25 25 25 25 100 All somewhat similar This probably won’t happen

57. REPEAT FOR DESIRED STATE 57 11/12/16 What do you want OSS to look like in 5 years?

58. Current State • Dominant Characteristics • Organizational Leadership • Management of Employees • Organizational Glue • Strategic Emphasis • Criteria of Success Desired State • Dominant Characteristics • Organizational Leadership • Management of Employees • Organizational Glue • Strategic Emphasis • Criteria of Success Same Six Questions 2 Times 58 11/12/16

59. Current State • Dominant Characteristics • Organizational Leadership • Management of Employees • Organizational Glue • Strategic Emphasis • Criteria of Success Desired State • Dominant Characteristics • Organizational Leadership • Management of Employees • Organizational Glue • Strategic Emphasis • Criteria of Success Same Six Questions 2 Times 59 11/12/16 What do you want OSS to look like in 5 years?What does OSS look like now?

60. QUESTIONS ABOUT THE ASSESSMENT? 60 11/12/16

61. EXPECTATIONS 61 11/12/16

62. WHAT NOT TO EXPECT 62 11/12/16

63. What Not To Expect • Immediate, overnight changes • Retaliation of any kind 63 11/12/16

64. WHAT TO EXPECT 64 11/12/16

65. What To Expect • Privacy - Access to your individual results • Insight on OSS current/desired states • Overall summary of OSS current/desired state • Fast turnaround • Emailed invitation; 1 email reminder • Continued conversations • Engagement, action plans • Matthew’s gratitude 65 11/12/16

66. WHAT WILL WE DO WITH THE RESULTS? 66 11/12/16

67. NEXT STEPS Email from Matthew Dyer w/ Survey Link Contact Matthew 67 11/12/16