1. Culture: Cultivation &
Considerations
Jason Cumiford
BMBA 570
08 June, 2016

2. Outline
1. Culture Establishment
2. Defining Elements of a Winning Culture
3. Positive v. Negative Culture
4. “Culture Eats Strategy for Breakfast”
5. Culture Development Roadmap
6. Class Activity
7. Closing Video
8. Questions
9. References
10. Back-up Slides
a. First “Who” Then “What”
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3. Culture Establishment
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1. First we must define culture
a. Set of values and beliefs
b. Deeply rooted
c. Helps with the “why”
2. Second is setting the Climate
a. Set of behaviors
i. Expected, supported, and rewarded
b. Explains the “how” things happen
3. Marrying of the two
a. Culture  Climate
b. Can be observable

4. Defining Elements of a Winning Culture
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1. Interesting article
a. Positives, negatives, and Depth
2. Culture  Competitive advantage
a. Values, teamwork, empowerment, & challenging
b. Kotter’s eight step process framework
3. Misconception of culture
a. “Culture doesn’t always produce great results”
i. 400 executives surveyed
ii. <25% found culture effective
b. Leads to a disconnect: Affiliation & Results
4. Performance attributes play a role
5. Money maker of the article

5. Positive v. Negative Culture
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1. Very valuable write-up
a. Compares the positive & negative
b. Metrics based
2. Negative culture
a. Stress/pressure  better performance
b. Costs of this type of culture
i. 50% greater health care expenditures
ii. Disengagement costs
iii. Lack of loyalty
3. Positive culture
a. Six essential characteristics
b. Fostering the above principles

6. “Culture Eats Strategy for Breakfast”
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1. “If you give people freedom they will amaze you”
2. Company’s culture can be studied in three ways
a. Artifacts
b. Beliefs and values
c. Digging deeper into the underlying
assumptions behind those values
3. Google’s cultural cornerstones
a. Mission
b. Transparency
c. Voice
4. Culture   Mission
a. What you do, let culture be dictated by that
b. Let culture dictate what you do

7. Cultre Development Roadmap
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Non-
negotiable
values
Develop
beliefs
The “why”
is now
established
Expected
Behaviors
Est. of
Rewards
Supported
Behaviors
Behaviors
Established; the
“How”
Climate
as an
azimuth
check
Vision
Development
&
Refinement
Strategy
Development

8. Class Activity
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9. Closing Video
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https://www.youtube.com/watch?v=78E3SqCNYmg

10. BMBA 570 Summer 2016 10

11. References
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Acheson, D (2014). In Testing: Positive Trumps Negative Every time. Retrieved on 08 June, 2016 from
http://achesongroup.com/2014/09/testing-positive-trumps-negative-every-time/
Bock, L. (2015). Work Rules!: Insights from Inside Google that Will Transform how You Live and Lead. Hachette UK.
Cameron, K & Seppala, E (2015). Proof that Positive Work Cultures are More Productive. Retrieved on 06 June, 2016 from
https://hbr.org/2015/12/proof-that-positive-work-cultures-are-more-productive
CaptainMika (2016). All I do is Win [Slide 4 photo]. Retrieved on 08 June, 2016 from
http://captainmika.deviantart.com/art/ALL-I-DO-IS-WIN-280230384
Collins, J. C. (2001). Good to great: Why some companies make the leap... and others don't. Random House.
Kotter, J. P. (1996). Leading change. Harvard Business Press.
Mandell, P (2015). Creating the Right Culture for Start-up Success. Retrieved on 07 June, 2016 from
https://www.entrepreneur.com/article/242141
Mankins, M (2013). The Defining elements of a Winning Culture. Retrieved on June 06, 2016 from
https://hbr.org/2013/12/the-definitive-elements-of-a-winning-culture/
No Author (2016). Who’s on First & the Waves of Coffee. Retrieved on 08 June, 2016 from http://caravancoffee.com/waves-of-coffee/
No author (2016). Strengthening Organizational culture Improves Performance [slide 3 photo]. Retrieved on 08 June, 2016 from
http://www.yourleadershipmatters.ca/tag/reinforcing-corporate-culture/
Mohr, J. J., Sengupta, S., & Slater, S. F. (2009). Marketing of high-technology products and innovations. Pearson Prentice Hall.
Torben, R (2014). Strategy or Culture: Which is More Important? Retrieved on 08 June, 2016 from
http://www.torbenrick.eu/blog/culture/organisational-culture-eats-strategy-for-breakfast-lunch-and-dinner/

12. Back-up Slides
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13. First “Who” Then “What”
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1. Culture v. Strategy
a. Culture  Who
b. Strategy  What
2. Three simple truths
a. Must begin with the “who”
b. Easier to manage if you have right people
c. Wrong people aboard means disaster
3. Wells Fargo example
a. Began shift in early 1970s
b. Cooley (CEO) assembled right team
c. Able to handle deregulation of Banks effectively