This is the slides that I use to present during the Leadership Insight session on Building Company Culture.

1. BUILDING COMPANY CULTURE
LEADERSHIP INSIGHT02
If you don’t manage your culture, your culture will manage you.

3. ABOUT ME

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Corporate Profiles
!
Organizations that have been working with us…

5. ICE BREAKING

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WHY CULTURE MATTERS?

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12. 5 Types of
CORPORATE CULTURESource: Directive Communication™ Corporate Culture Evolution Evaluation

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CHARACTERISTICS:
• Little trust
• Act in self interest
• Do not take many risks
• Little innovation
• Pay-check driven
• Inefficient
• High level of fear
1. BLAMING CULTURE

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CHARACTERISTICS:
• Little communication
• Loyalty is to specific groups and not
to the organization
• Cliquish
• Lots of gossip
• Critical of other departments
• Little cross-departmental cooperation
2. MULTI-DIRECTIONAL CULTURE

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CHARACTERISTICS:
• Complacency
• Mental stagnation
• Low creativity
• Average cooperation
• Average communication
• Little future vision
3. LIVE AND LET LIVE CULTURE

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CHARACTERISTICS:
• People believe in the product or service of
the organization
• People feel good about what their company
is trying to achieve
• Cooperation is good
• People have a similar goal in the
organisation
• Not limited to job description, will actively
look for solutions
4. BRAND CONGRUENT CULTURE

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CHARACTERISTICS:
• People view the organisation as an
extension of themselves
• People feel good about what they personally
achieve through the organisation
• Individual goals are aligned with the goals of
the organisation
• People use group resources to actively solve
problems
5. LEADERSHIP ENRICHED CULTURE

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Which of these 5 is your
CORPORATE CULTURE?

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Why don’t we copy culture of
successful organization?
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Let’s copy the best practices!

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www.johanirwan.com
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Maybe we have
to re-think about
best practices
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Understanding
ORGANIZATIONAL CULTURE
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The Malay Family The Chinese Family The Indian Family The English Family
HOW CULTURE SHAPE FAMILY?

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ARTIFACT OF ORGANIZATIONAL CULTURE
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• Physical
• Language
• Ritual
• Beliefs
• Values
• Assumptions
O R G A N I Z AT I O N A L
C U LT U R E I S H O W P E O P L E
T H I N K A N D A C T
• Ceremonies
• Stories
• Legends
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Results Pyramid
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Adapted from Partners in Leadership

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Broken Windows Theory
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Rudy Giuliani
New York Mayor

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Working with the entire pyramid
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C H A N G I N G H O W
T O A C T
L e s s e ff e c t i v e}
C H A N G I N G
P E O P L E ’ S T H I N K I N G
M o re e ff e c t i v e}
More Difficult • More Effort
But Long Lasting Change
Adapted from Partners in Leadership

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Changing Culture
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Adapted from Partners in Leadership

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3-steps of changing culture
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DEFINE SOCIALIZE REINFORCE
Adapted from Too Many Bosses, Too Few Leaders

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What is your Core Values?
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Culture Alignment
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On the folly of rewarding A,
while hoping for B
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Culture Management Tools
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Focused Feedback
Focused Storytelling
Focused Recognition

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5 Pillars of Culture Transformation
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GreaterPurpose
Methodology
CommonLanguage
UnifiedIdentity
SupportiveEnvironment
Adapted from Directive Communication
Lessons From the Monkey King

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39. THANK YOU
LEAP Leadership Academy Sdn Bhd
BP-1-18, Block B, Jalan BPD 1,
D’Alpinia Business Park,
47100 Puchong, Selangor
Malaysia
Email: info@leap.com.my