This presentation is about how to change your culture during fast-changing times. I detail the power of the Organizational Culture Assessment Instrument (ocai-online.com)
There are three key themes:
1. How to make change your "friend."
2. Stop the pain of change by creating processes people can embrace.
3. How to rethink your business model for new business environments.
Learn how anthropologists view cultural shifts and how this can help you prepare for future uncertainties.
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A report released by global professional services company, Accenture – on the perception of equality held by leaders and employees – found that a significant gap exists between the way leaders and employees view progress towards equality in their respective organisations.
The findings are based on a global survey of more than 30,000 professionals in 28 countries including Indonesia. It includes a survey of more than 1,700 senior executives; and a model that combines employee survey results with published labour force data.
The organisations that were assessed in Indonesia found that 88 percent of women and 86 percent of men in Indonesia’s workforce today care more about workplace culture and believe it is critical in helping them thrive in the workplace. A majority of leaders (86 percent) believe an inclusive workplace culture is vital to the success of their businesses.
In efforts of unifying and defining the Company culture, a study was conducted to create a benchmark and a framework based on the market trends. In this study, the history, cause, and trends of the evolving culture were studied carefully. A group of top national and international companies with well-known cultures was studied. This helped create a correlation and differentiation between the perks and the culture.
Seth Reynolds (Principal Consultant for Systems Change at NPC) and Katie Turner (Deputy Head of Research at the Institute for Voluntary Action Research (IVAR)) share their insights and inspiration on how we can build on the adaptations and innovation shown so far this year, to influence and shape a better future for people and communities in Norfolk.
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“That’s just the way it is”, “It’s not my job”, “Nothing’s gonna change [sic]”… expressions stemming from me-or-them dilemmas. How to address – and not jeopardize – personal priorities while improving what really matters around us? Whether we perceive our activity as a mere role in a social structure, or our job tasks as functions, or ourselves as movers, shakers, and game changers, there exist many communities of practice (or CoPs, by Wenger-Trayner, 1998), such as VenTESOL, operating in and out of our national borders. Let’s look into them, their supporting concepts, options and opportunities as a time and space where doing an apparently small part, originating in our educational framework of reference and daily endeavors, can mean a world of difference to many colleagues, students, and fellow citizens. Yes, our approaches, standards, practices, and even schedule priorities of choice can conveniently and successfully step into CoPs’ common ground for action. Skeptical about this? Disappointed or burned out? Unheard or neglected? Clueless and though curious? Enthusiastic yet none the wiser? All are invited. Come, gain fresh perspectives on realistic ways to become a 00-Teacher, non-secret agent of change!
Managing Demographic and Cultural Diversity.pdfSeta Wicaksana
A report released by global professional services company, Accenture – on the perception of equality held by leaders and employees – found that a significant gap exists between the way leaders and employees view progress towards equality in their respective organisations.
The findings are based on a global survey of more than 30,000 professionals in 28 countries including Indonesia. It includes a survey of more than 1,700 senior executives; and a model that combines employee survey results with published labour force data.
The organisations that were assessed in Indonesia found that 88 percent of women and 86 percent of men in Indonesia’s workforce today care more about workplace culture and believe it is critical in helping them thrive in the workplace. A majority of leaders (86 percent) believe an inclusive workplace culture is vital to the success of their businesses.
In efforts of unifying and defining the Company culture, a study was conducted to create a benchmark and a framework based on the market trends. In this study, the history, cause, and trends of the evolving culture were studied carefully. A group of top national and international companies with well-known cultures was studied. This helped create a correlation and differentiation between the perks and the culture.
Seth Reynolds (Principal Consultant for Systems Change at NPC) and Katie Turner (Deputy Head of Research at the Institute for Voluntary Action Research (IVAR)) share their insights and inspiration on how we can build on the adaptations and innovation shown so far this year, to influence and shape a better future for people and communities in Norfolk.
CoPs: 00-Teachers, Non-Secret Agents of ChangeAndrés Ramos
“That’s just the way it is”, “It’s not my job”, “Nothing’s gonna change [sic]”… expressions stemming from me-or-them dilemmas. How to address – and not jeopardize – personal priorities while improving what really matters around us? Whether we perceive our activity as a mere role in a social structure, or our job tasks as functions, or ourselves as movers, shakers, and game changers, there exist many communities of practice (or CoPs, by Wenger-Trayner, 1998), such as VenTESOL, operating in and out of our national borders. Let’s look into them, their supporting concepts, options and opportunities as a time and space where doing an apparently small part, originating in our educational framework of reference and daily endeavors, can mean a world of difference to many colleagues, students, and fellow citizens. Yes, our approaches, standards, practices, and even schedule priorities of choice can conveniently and successfully step into CoPs’ common ground for action. Skeptical about this? Disappointed or burned out? Unheard or neglected? Clueless and though curious? Enthusiastic yet none the wiser? All are invited. Come, gain fresh perspectives on realistic ways to become a 00-Teacher, non-secret agent of change!
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Leaders need to cultivate, hone-in and strategically unleash intrapreneurship across their organization or team.
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Many want what innovation delivers, but aren’t prepared to do what it takes!
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Creating an agile culture fosters forward thinking innovation!
Capacities bring forward your uniqueness, through emphasizing on your strengths and knowing your limitations for ourselves, team, company and ultimately the extended enterprise in which you operate. Resulting in effective collaboration – co-creation – co-design
Adaptive innovation cultures and human innovation capacities encourage ability to spot unique opportunities.
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From hierarchy to lattice!
More companies look at alternative structures & why you should too.
CXO’s should experiment with ‘next stage’ organizations.
TEAL is the new green+blue addressing
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This would be amazing! but we could never do this because …
“People from all ranks sense but hide the real pains, that something is broken in the way we run organizations. We need to create a whole ecosystem of support for organizations going Teal” – Frederic Laloux
“The ground beneath us is shifting at an accelerating rate. The implications for strategy are profound!” – John Hagel
“The truly creative changes and the big shifts occur right at the edge of chaos. Creativity is not an option, it’s an absolute necessity!” – Sir Ken Robinson
It’s imperative to bring creativity to learning!
Enabling us to be innovative!
Without change of mindset
real magic cannot be expected!
think, lead & act without the box
amaze – attract – advance
Speaking engagement at
PMAP Regional Conference 201508 – People Management Association of the Philippines
For speaking and coaching engagements, contact me via ExpertFile or LinkedIn
www.expertfile.com/experts/joris.claeys
www.linkedin.com/in/knowledgenabler
You can request this presentation in PDF or PPT with full animation email at
Joris.Claeys@outlook.com
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Slides from the Peer Academy class on Appreciative Inquiry hosted by Max Hardy. All rights are reserved by Max Hardy as the creator of this presentation.
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As many organisations embark on or continue their efforts to shift the organisation’s culture, the need for real results is becoming more important. What does it take to keep that at the centre of our work, rather than surface-level change?
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You can request this presentation in PDF or PPT with full animation email at
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Changing Cultures for Fast Changing Times .pptx
1. Building Organizational
Cultures to Thrive in Fast-
Changing Times
Andrea J. Simon, PhD
Corporate Anthropologist, President SAMC
EAWC2022
November 5, 2022
2. New eyes. New discoveries.
Our Agenda Today
• How do we thrive in fast-
changing times?
• Why is our culture so important?
• What is culture, anyhow?
• How can we change it—one
step at a time?
3. Why does an Anthropologist look at the future?
And why is it important to you, too?
4. Why is culture so
important?
• We have evolved not because of our clever,
innovative selves.
• Nope—we are virtually helpless as lone
individuals.
• The Secret is in our collective brains. On our
ability of human groups to socially
interconnect and learn from one another,
adapt new solutions, and thrive through our
cultures.
8. New eyes. New discoveries.
Organizational Culture
Hates Change
• Values, beliefs and behaviors we
recognize as “the way we do things
here.”
• Reinforces continuity and
consistency.
• Through adherence to a clear set
of consensual values.
8
9. New eyes. New discoveries.
The brain
hates change!!
Change creates
pain in the brain!
9
10. New eyes. New discoveries.
“Social Glue” in Your Company
• Culture is a socially
constructed attribute of
organizations which
serves as the “social
glue” binding an
organization together.
• The prevailing ideology
that people carry inside
their heads.
11. Successful
Organizations
• Have cultures that:
• Reduce uncertainties
• Create a social order so people
know what to expect
• Create continuity and key values
and norms
• Create a collective identity and
commitment
• Express a vision of the future
and energizes forward
movement
• But the wrong culture can take
you down the wrong road.
11
12. New eyes. New discoveries.
Must Have A
Shared
Culture
Across
Organization
12
13. If you want to be fast, agile, and ready for the future…
14. Need to have your
talent able to see,
feel and think in
new ways, fast!
18. Think
About Your
Story
Today.
Ask
Yourself…
How do we get things done today?
What is changing in how successful old
processes are?
How well did we adapt to the pandemic
and after?
How are you going to attract and retain
the right talent, those employees?
Is your culture the right one for fast-
changing times?
19. Our Clients
Are Dealing
With Fast-
Moving
Change
Today!
Staffing
Purpose and meaning
Supply chain
Rollups and consolidations
Hybrid work
Employees asking for more control over their lives
GIG economy versus employee model
Climate change
Lack of certainty, lots of anxiety, frustration, pain
Diversity, equity, and inclusion
Environment, Social, Governance
20. All Wrapped Up in
Culture!
•Their Culture
•What is it?
•Is it the right one?
•How will I know?
•How will I change it to what?
21. Think of culture as three
things:
• The mental map or story we carry in
our minds. We live our stories.
• The stories we share with others so
we can get things done in groups.
• The patterns recurring in those
interactions that become the sacred
“The Way We Do Things Here!”
22. Humans want
these things to
live each day
• Protect their status
• Certainty of what is
coming
• Relationships with others
who are like them
• Autonomy and the ability
to make decisions
• Fairness
23. When times are changing,
people become:
• Resistant to the
changes
• Attached to their old
ways of doing things--
-that shiny object
syndrome
• Comfortable with
their habits
• Protective of the
familiar
• Do what gives them
pleasure—that is
rarely change!
24. That means we need a culture that fosters innovation and an openness to the unknown.
25. Which brings us to the tools to
use to figure out your culture
today and what you would
prefer it to be in the future.
25
26. Let me Introduce
you to the OCAI
15-minute survey online
Developed at the
University of Michigan
by Drs. Kim Cameron
and Robert Quinn.
26
27. Visualize these as Four Dominant Types of
Organizational Cultures
Clans: Collaborate Adhocracy: Create
Hierarchy: Control Market: Compete
28. Each leads to a
different style of how
we get things done.
28
32. Another Client: Total Lack of Congruence
One Regional
Office
Central Office
Another Regional
Office
32
33. What could this
do for you?
• Take the OCAI and think about
what your current and
preferred cultural preferences
are.
• Then ask yourself, what types
of behaviors do we need?
35. How should
we think
about our
culture in
fast-
changing
times?
How do you want your
organization to respond to the
pressures all around you?
What do you want to see more of
or less of—be specific?
What should the story be as you
recruit new employees or embrace
the actions of staff?
36. Think About It.
• Are you going to be a
Command-and-Control
culture driving
behaviors from the top
and then telling,
selling, and yelling to
direct them?
37. Or do you want
them to compete
• Is your focus on
beating the
competition?
• Do you want hard-
driving winners at
all costs?
38. Maybe you are a strong clan
with high levels of
collaboration?
• So many family firms are these
types of cultures.
• Focus on getting along and
pleasing each other.
• It can be a very strong team
culture.
• Collaboration is key to our
success.
39. Perhaps CREATIVITY is the strength of
the culture. You encourage risk-taking
and creative problem-solving.
• An Ad-Hoc, creative culture is one where
you:
• Empower your staff
• Encourage ideas and innovation
• Are listening to customers for how to
adapt to their needs
40. • Think about the list of changes that our clients are facing.
• What do you see through that telescope of yours?
• How could you see your folks responding to changes?
COLLABORATE CREATE
COMPETE
CONTROL
41. How do you want them
to respond in the
future?
• Agile?
• Fast?
• Risk-taking?
• Deliberate?
• Able to test ideas?
• Capable of solving complex
problems?
• Understand why behaviors
must change—it is not just
what you think or feel. It is
what you will do differently.
• How to come to decisions.
43. What happens next?
• Culture change is
behavior change, and it
takes time.
• Which is why we
recommend that you
backward plan it against
that desired destination.
44. Once you have it
backward planned…
• Create those small wins to
start moving forward.
• We love doing these in
groups, so there is a structure
to the change process, and
there is peer-to-peer support
and some pressure.
• Celebrate the wins often.
48. New eyes. New discoveries.
"Once you have glimpsed the world as it
might be, it is impossible to live anymore
complacent in the world as it is.”
Anonymous
49. My Invites to
You
• Consulting and coaching. Specializing in helping organizations change.
• Always here to offer workshops, roundtables and group sessions.
• My books are on Amazon, Barnes & Noble, and local booksellers.
• Subscribe to my podcast On the Brink with Andi Simon—
www.andisimon.com/podcast
50. Andrea J. Simon PhD, President and CEO
Andrew L. Simon, Partner and Senior Consultant
Simon Associates Management Consultants
914-506-9363 Cell
914-245-1641 Office
asimon@simonassociates.net
www.simonassociates.net
www.andisimon.com
@simonandi
Facebook.com/simonassociatesmanagementconsultants
linkedin.com/in/andisimon
andreajsimon Instagram
FB Group Rethink with Andi Simon
Thank you
Editor's Notes
umans are a puzzling species. On the one hand, we struggle to survive on our own in the wild, often failing to overcome even basic challenges, like obtaining food, building shelters, or avoiding predators. On the other hand, human groups have produced ingenious technologies, sophisticated languages, and complex institutions that have permitted us to successfully expand into a vast range of diverse environments. What has enabled us to dominate the globe, more than any other species, while remaining virtually helpless as lone individuals? This book shows that the secret of our success lies not in our innate intelligence, but in our collective brains―on the ability of human groups to socially interconnect and learn from one another over generations.
We are herd animals. Most comfortable with others like ourselves. Bring in change agents—lonely lives on the outside of the community.
We like our position in the herd—know who the leaders are—real and opinion. Life is pretty cool. everyday is like the rest. GO home happy and comfortable.
” Creates stability by being the “glue.”
Carmen, will talk about how the brain hates us. When we are hired they often think that is the end and put us in the closet and don’t want to change. The prefrontal cortex creates chemistry that says “Ouch, This is Pain.” It is very miserly and really wants the habits of the past to drive the actions of the future.
Overall, most organizations can be comprised of unique subcultures but each contain common attributes that make up an overarching culture typical of the entire organization.