2 organizational models: by Quinn and Cameron + Deal and Kennedy. Questions to ask your team to feel how they perceive the culture of organization. Examples from movies and known characters.

1. Насколько силен Иммунитет вашей
организации?
культура компаний и культура ее
лидера
Анна Лаврова,
Impact Hub Odessa

2. Why me?
- Digital Project Manager at
Haymarket Media Group
- 9+ years of Project
Management in IT
- Certified SAFe 4.0 Agilist,
Certified Scrum Master
- Released 3 Platinum Casual
Games
- Mentor and tutor at several IT
trainings centers teaching
young managers and junior
developers the art of soft skills
- Proud feminist setting new
attitudes for Women in IT
-Worked with outcource,
outstaff and product companies

3. We are individuals…

5. Let the Tale begin:

6. Київ, АЙ-ТЙІ компанія, 2008 рік:

7. We need to love them!

8. We need to rule them!

9. We need to waste money on them!

10. So… what happened?

11. … what’s next?

12. Develop your culture

13. Take a 1-1 meetings sometimes…

14. Hire “your” people

15. Oh, its my turn

16. So who will manage

17. Pssss, lets test it
Leadership
Risks and Failures
Awards and Competitions
Instructions and Processes

18. Pssss, lets test it
Here are five questions you can ask to get a better sense of company values and
employee engagement:
1. What makes you proud to work at this company?
2. How does the organization support your professional development and career
growth?
3. Is risk-taking encouraged, and what happens when people fail?
4. What role do company values play in hiring and performance reviews?
5. What’s one thing you would change about the company if you could?

19. Pssss, lets test it
Here are five questions you can ask to gain a clearer understanding of conflict and
politics at a given company:
1. What causes conflict, and how is conflict resolved?
2. How would you describe “organizational politics” at the company?
3. How are decisions made when there’s disagreement and stakes are high?
4. When and how do people like to give and receive feedback?
5. Titles aside, who in the organization has the power to gets things done?
6.

20. Pssss, lets test it
Here are five questions you can ask to gain more insight into the work environment:
1. What are some of the ways the company celebrates success?
2. How do you as a manager—or, if more appropriate, how does your
manager—support and motivate your team?
3. What kind of flexible work arrangements do people have?
4. Do you have a matching gifts program or sponsor local volunteer events?
5. If you have a specific need, how do people ask about it.

21. So who will manage

22. So who will manage
A man who does not spend time with his family is ..

23. So who will manage
“Move fast and break things – unless you are breaking stuff, you are not moving fast
enough.”

24. So who will manage
The focus is goal-oriented, with leaders who are tough and demanding.

25. So who will manage
This culture is founded on structure and control.

26. One more: Deal and Kennedy
When the degree of risk is high and the speed of feedback is fast
- you develop a Tough Guy Macho Culture.
police, surgeons,
advertising, sports,
entertainment
industry

27. One more: Deal and Kennedy
Work Hard Play Hard Culture. Employees take fewer risks but
the feedback is immediate and clear - as for instance in sales.
Typical in sales,
restaurants, software
companies, some
manufacturing
companies or
consultancies.

28. One more: Deal and Kennedy
high risk but slow feedback - that can sometimes even take
years - you’re prone to develop a Bet-Your-Company Culture
Pharmaceutical
companies, oil and
gas companies,
architects and large
capital-intensive
industries

29. One more: Deal and Kennedy
risk is low and the feedback is slow, you are not used to a high
pace and lots of adventure. You’re working in a Process Culture
large retailers, banks,
insurance companies
and government
organizations

30. I’m putting together a team… you see I believe tough
tasks are coming!

31. Summing it up

32. Thank you and I’m
open for the
questions!
facebook.com/lavrovannapro
loverovanna@gmail.com
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