The document discusses organizational culture and compares it to DNA, which is made up of the habits, beliefs, and anxieties of every member. It notes that habits can drive strategy, beliefs can confirm biases, and anxieties can stifle creativity. However, it states that DNA can be spliced to design processes that support ownership and innovation, have a future focus that energizes and unites, and foster relationships that encourage growth and achievement. The document includes quotes praising the guidance of Melanie in restructuring processes and her ability to help reveal potential and address complex questions about future direction.

2. they call it
Organisational Culture
like it’s based on norms…

3. it’s more like
DNA

4. made up of the
Habits
Beliefs
Anxieties
of every member of the organisation

5. Habits?
eat strategy for breakfast…
strategy
strategy

6. Beliefs?
drive confirmation bias…
beliefs beliefs

7. Anxieties?
banish creativity, confidence & connection…

8. luckily

9. DNA
can be spliced

10. so that…

11. so that…

12. so that…

13. Design your DNA

14. excellence follows…….
Design your DNA

15. Processes which support ownership & innovation
A Future Focus which energises & unites
Relationships which encourage growth & achievement
design:

16. Processes which support ownership & innovation
A Future Focus which energises & unites
Relationships which encourage growth & achievement

19. What we realised in this restructuring
process, through the guidance of
Melanie, is that one can have the
best ideas and theories, but if the
behavioural aspects of people are
not considered, it is likely to fail. –
Duanne Render Director

20. Scale-ability, and specifically Melanie, is a
“big picture” thinker with deeply practical
tools to reveal our full potential, our future
landscape. She’s inspiring and challenging
and more especially, makes it easy to ask
oneself the most complex questions about
our future direction and growth.
- Megan Wilson CEO | Creative Director

21. Thank You