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June 8th 2010 Understand Company Culture

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Bounce Back St. Louis workshop on Understanding Company Culture

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June 8th 2010 Understand Company Culture

  1. 1. Understanding Corporate Culture June 8 th , 2010 Sheila Burkett Tuxedo Park Management, LLC
  2. 2. Agenda <ul><li>Welcome & Introductions </li></ul><ul><li>What is Corporate Culture? </li></ul><ul><li>Corporate Culture Models </li></ul><ul><li>Peter Drucker & Jim Collins </li></ul><ul><li>Research A Company’s Culture </li></ul><ul><li>Questions to Ask </li></ul><ul><li>Resources </li></ul><ul><li>Breakout & Networking </li></ul><ul><li>Wrap-up </li></ul>
  3. 3. Why Explore Corporate Culture? <ul><li>Helps you understand yourself </li></ul><ul><li>Increases your potential of getting hired </li></ul><ul><li>Greatest opportunity for success when in the job </li></ul><ul><li>Ensures right match with skills and personality </li></ul><ul><li>Everyone is unique so don’t go with others perception, create your own! </li></ul>
  4. 4. What is Corporate Culture? <ul><li>Shared values and practices of the employees </li></ul><ul><li>May not match published culture </li></ul><ul><li>The company’s personality </li></ul><ul><li>How people do their work </li></ul><ul><li>Culture sets how we behave </li></ul>
  5. 5. What is Corporate Culture? <ul><li>Sub-cultures can exist </li></ul><ul><li>The culture can change over time </li></ul><ul><li>Values </li></ul><ul><li>Ethics </li></ul><ul><li>Beliefs </li></ul><ul><li>Personality Traits </li></ul><ul><li>Industries have culture too </li></ul>
  6. 6. Leadership versus Management <ul><li>Recognize individual’s needs to allow for their highest levels of performance </li></ul><ul><li>Intuitive and people-oriented </li></ul><ul><li>Influenced by the individual personality of company founders </li></ul><ul><li>Current executive leadership team </li></ul>
  7. 7. Understanding Impact <ul><li>Ignoring the culture or working against culture will lead to failure </li></ul><ul><li>There isn’t a RIGHT or WRONG culture, just a right or wrong FIT </li></ul><ul><li>Comany Values, Beliefs and Ethics must be compatible with Individual </li></ul><ul><li>A company with unethical or illegal business practices; or sick culture will self-destruct. </li></ul>
  8. 8. Culture Models General Groupings of Company Traits
  9. 9. Blake/Mouton Model
  10. 10. Sonnenfield’s Model <ul><li>Academy Culture </li></ul><ul><li>Club Culture </li></ul><ul><li>Baseball Teams Culture </li></ul><ul><li>Fortress Culture </li></ul>
  11. 11. Adizes Corporate Life Cycle Model
  12. 12. Peter Drucker <ul><li>Management by Objective! OR </li></ul><ul><li>Management by Crisis or Drive </li></ul><ul><li>The Stonecutter </li></ul><ul><li>Self-Control </li></ul><ul><ul><li>Do best rather than just enough </li></ul></ul><ul><ul><li>Pay for results </li></ul></ul><ul><ul><li>What tools are they using to measure success? </li></ul></ul>
  13. 13. Peter Drucker cont. <ul><li>Reports and Procedures Misuse: </li></ul><ul><ul><li>instruments of morality </li></ul></ul><ul><ul><li>Substitute for judgment </li></ul></ul><ul><ul><li>Instrument of control from above </li></ul></ul>
  14. 14. Drucker – Picking People <ul><li>General George C. Marshall (WWII) and Alfred P Slone Jr. (GM 40+ yrs) principles: </li></ul><ul><ul><li>I made a mistake if a person I put into a job doesn’t perform </li></ul></ul><ul><ul><li>Manager’s have a duty to make sure responsible people perform </li></ul></ul><ul><ul><li>As the person making the decision on people, I should take time to make the best decision </li></ul></ul><ul><ul><li>Don’t give new people major assignments </li></ul></ul>
  15. 15. Drucker – The Individual <ul><li>Be Effective </li></ul><ul><li>Focus on Contribution </li></ul><ul><li>Know your strengths and values </li></ul><ul><li>Know your time </li></ul><ul><li>Effective decisions </li></ul><ul><li>Functioning Communications </li></ul><ul><li>Leadership as Work </li></ul><ul><li>Innovation </li></ul>
  16. 16. Jim Collins - Flywheel
  17. 17. Jim Collins – Level 5 Leadership
  18. 18. So… <ul><li>Many perspectives, many models </li></ul><ul><li>Takes time to research and understand </li></ul><ul><ul><li>YOU </li></ul></ul><ul><ul><li>INDUSTRY </li></ul></ul><ul><ul><li>COMPANY </li></ul></ul><ul><li>No right or wrong, just right fit </li></ul>
  19. 19. Research A Company’s Culture <ul><li>Company Website </li></ul><ul><li>Public Relations Materials </li></ul><ul><li>People in your Network </li></ul><ul><li>The CEO or Owners </li></ul><ul><li>Corporate structure </li></ul><ul><li>Rankings </li></ul><ul><li>Public filings </li></ul><ul><li>Wetfeet.com & glassdoor.com </li></ul>
  20. 20. Questions to Ask <ul><li>What is the energy of the company? </li></ul><ul><li>What is your leadership style? </li></ul><ul><li>How do people solve problems in the organization? </li></ul><ul><li>Is the company innovative? How? </li></ul><ul><li>Support for professional growth? </li></ul><ul><ul><li>Education Reimbursement </li></ul></ul><ul><ul><li>Additional Responsibilities </li></ul></ul><ul><li>Rate of turnover? </li></ul>
  21. 21. Questions to Ask <ul><li>Employee morale? </li></ul><ul><li>Style of dress? </li></ul><ul><li>Length of work day? </li></ul><ul><li>Support for work/life balance? </li></ul><ul><li>Ease and frequency of communication internally? </li></ul><ul><li>Why is there an opening? What happened with the person who previously had my position? </li></ul>
  22. 22. Words that might describe an Organization <ul><li>Driven </li></ul><ul><li>Aggressive </li></ul><ul><li>Friendly </li></ul><ul><li>Engaged </li></ul><ul><li>Defensive </li></ul><ul><li>Passive </li></ul><ul><li>Responsible </li></ul><ul><li>Tough </li></ul><ul><li>Fair </li></ul><ul><li>Active </li></ul><ul><li>Analytical </li></ul><ul><li>Open </li></ul><ul><li>Productive </li></ul>
  23. 23. A Good Fit <ul><li>Think about different corporate cultures discussed </li></ul><ul><li>Write down three words that describe your BEST FIT </li></ul><ul><li>Save these for breakout group </li></ul>
  24. 24. Resources <ul><li>Wetfeet.com & glassdoor.com </li></ul><ul><li>Investor Relations - http://www.irin.com/cgi-bin/main.cgi </li></ul><ul><li>http://www.corporateinformation.com/ </li></ul>
  25. 25. Resources <ul><li>Bounce Back St. Louis: Bouncebackstl.org </li></ul><ul><li>MERIC (MO Economic Research and Information Center): Missourieconomy.org </li></ul><ul><li>Bureau of Labor Statistics: Bls.org </li></ul><ul><li>Careeronestop.org </li></ul><ul><li>www.business.gov/industries/self-employed/ </li></ul>
  26. 26. Wrap Up <ul><li>Read up on Leadership Styles </li></ul><ul><li>Pick a company to research </li></ul><ul><li>Upcoming Sessions </li></ul><ul><li>Continue to NETWORK </li></ul>
  27. 27. Breakout Session <ul><li>Session Leaders </li></ul><ul><ul><li>Frank Alaniz, Missouri Career Center </li></ul></ul><ul><ul><li>Blair Forlaw, Regional Talent Development, St. Louis RCGA </li></ul></ul><ul><ul><li>Jill Rademaker, President/HR Strategy Consultant of HR Partner </li></ul></ul><ul><ul><li>Michael Jette, Technology Partners </li></ul></ul><ul><ul><li>Sheila Burkett </li></ul></ul>

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