Culture Change: Quick Tools for Quick Wins

Transcription

1 Culture Change: Quick Tools for Quick Wins Kathleen Miller Perkins Miller Consultants, Inc.

2 Beliefs About Org Culture Really doesn t affect business success. Too soft to understand, measure, change. Takes years to make a dent in the culture.

3 Organizational Culture Why should you care? How do you know if your culture is aligned with your strategies and goals? How do you know whether your culture is healthy?

4 Why Care About Culture? Affects the bottom line. Can help or hinder progress. Can be a competitive advantage.

5 Create a Winning Culture Assess Align

6 Assess Your External Business Environment Competitive landscape Public or political pressure Customer needs Technologies

7 Appraise Company Culture Is the culture aligned with strategy? Is it healthy?

8 Quick Assessment Tools Alignment Flexibility vs. Stability and Control Internal vs. External Focus

9 Case: Dominant Culture Southwest Airlines Apple McDonalds GE,Toyota

10 Assess Your Culture: Example 1.Dominant Characteristics Now Preferred A B C D The organization is a very personal place. It is like an extended family. People seem to share a lot of themselves. The organization is a very dynamic and entrepreneurial place. People are willing to stick their necks out and take risks. The organization is very results oriented. A major concern is with getting the job done. People are very competitive and achievement oriented. The organization is a very controlled and structured place. Formal procedures generally govern what people do Total

11 Scoring Your Assessment:Ex. 1A 20 1B 10 1C 20 1D 50 2A 20 2B 2C 2D 3A 20 3B 3C 3D SUM 60 SUM SUM SUM AVG 20 AVG AVG AVG

12 Chart Your Score: Example

13 Intro to Case Study Utility in North America 4 billion dollar company 5,000 employees

14 Case Study: Environmental Scan Increase in product demand. Capital expenditures needed. Public scrutiny upswing. Environmental pressures intensified.

15 Case : Dominant Culture Type Current culture focused internally. Current Culture Clan Flexibility and Discretion Adhocracy Involvement o e e Adaptability p y Now Future Internal Focu us Ex xternal Focus Consistency Hierarchy Stability and Control 50 Mission Market

16 Case: Future Culture Need for balanced focus. Clan Involvement 50 Desired Future Culture Flexibility and Discretion Adhocracy Adaptability Now Future Internal Fo ocus Ext ernal Focus Consistency Hierarchy Stability and Control 50 Mission Market

17 Case: Current/Future Culture Need for shift towards external flexible focus. Clan Involvement 50 Current vs. Future Flexibility and Discretion Adhocracy Adaptability Now Future us Internal Foc Ex xternal Focus Consistency y Hierarchy Stability and Control 50 Mission o Market

18 Culture Health

19 Case: Small Steps Senior leadership team project : Building Trust Reframing Issues Skillful Discussion Change Leadership Engaging People

20 Changes Resulted Leaders collaborated on strategy Increased employee participation. Leaders communicated about context. t Employees understand big picture. Eliminated bureaucracy.

21 Benefits Stronger leadership Sound strategy More employee engagement Less resistance Faster progress

22 Summary/Conclusion Culture impacts business success. Use simple tools to assess current culture. Align to strategy.

23 References for Tools Bridges, W. (2003). Managing Transitions. Da Capo Press. Heath, C. and Heath, D. H. (2010). Switch: How to Change Things When Change is Hard. New York: Broadway Business. Debono, E. (1999). Six Thinking Hats. Bay Back Books. Denison Consulting. (2006, Volume 1 Issue 2 ). Proving the Link : ROA, Sales Growth, Market to Book. Denison Research Notes, p. 1. Denning, S. (2005). The Leader's Guide to Storytelling. San Francisco: John Wiley & Son. Lencioni, P. (2005). Overcoming the Five Dysfunctions of a Team. San Francisco: Jossey Bass. Senge, P. (1994). Fifth Discipline Field book: Strategies and Tools for Building a Learning Organization. New York: Broadway Business. Cameron, K. S. & Quinn, R.E. (2006). Diagnosing and Changing Organizational Culture : Based on the Competing Values Framework. Addison Wesley.

24 Free Tools Human CapiTools h Register and put your organizational affiliation as SME.

25 Questions?

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27 Miller-Perkins Based on value of content and delivery, how would you rate this speaker? Text a KEYWORD/CODE to or tweet and CODE or go to Option To Vote Excellent Text to Good Text to Average Text to Fair Text to Poor Text to Please share any comments for this speaker. Text and your message to 32075

28 Thank you! Kathleen Miller Perkins Miller Consultants