4/17/2017
Creating a Culture for All: An HR Strategy for Today A P RIL 2 1 , 2 0 17 8 T H A N NUAL T E NNESSEE S HRM
S TRATEGIC LEADERSHIP CONFERENCE
Think about your organization…
How’s that working???
How’s that working?
1
4/17/2017
How’s that working?
How’s that working?
What we’ll do this morning… Diagnose your organization’s health
Individual
Define organizational culture Review cultural norms Diagnose the values in your organization
Team
Organization
Create a new framework support for strategy & culture
2
4/17/2017
Organizational Check-up Complete this check-up by thinking about your organization or department. Score: 10-20 = Resuscitate the patient! 21-30 = Take one consultant; call me in the morning. 31-40 = Nutrition & exercise program 41 – 50 = Ready to run that marathon!
Organizational Health Individual Health – Q1 & 2 My Workplace – Q3 & 4 Leadership Behavior – Q5 & 6 Organizational Practices – Q7 & 8 Vision & Values – Q9 & 10 10-20 = Resuscitate the patient! 21-30 = Take one consultant; call me in the morning. 31- 40 = Nutrition & exercise program 41- 50 = Ready to run that marathon!
3
4/17/2017
CULTURE A common perception held by the organization’s members. A system of shared meaning. The way we do things around here.
Describe your culture in 1 – 3 sentences. Write it down!
“Cultural curiosity on a professional level refers to the desire of an individual to dissect, understand, and analyze a new culture inside and out.” –Lorna Davis
COLLECTIVENESS CULTURE IS UNDERSTOOD.
INHERENTLY SYMBOLIC BRAND & ARTIFACTS
EMOTIONALLY CHARGED CONFIDENCE & PRIDE
DYNAMIC COMMUNICATION HAPPENS.
HISTORICALLY BASED FEEDBACK & SURVEYS
VAGUENESS IDEAS & EQUITY
Diagnosing organizational culture
4
4/17/2017
Form vs. Substance Form – the way that individual members of a culture express themselves. Form may be readily apparent while substance is inferred.
5
4/17/2017
Form vs. Substance Form – the way that individual members of a culture express themselves. Form may be readily apparent while substance is inferred. Substance – the ideology or shared systems of beliefs, values, and norms – represented.
6
4/17/2017
Cultural Norms Cultural norms are the standards we live by. They are the shared expectations and rules that guide behavior of people within social groups. Cultural norms are learned and reinforced from parents, friends, teachers and others while growing up in a society. Norms often differ across cultures.
Organizational Values
What are the norms that you have in your organization? Write down two. In other words, how do we say we get things done and how do we really get things done?
List 5 words that are core values in your organization. Core values are part of an organization's DNA. They define what an organization stands for, highlighting an expected and ultimate set of behaviors and skills. An organization's values lie at the core of its culture. Values are fundamental, enduring, and actionable.
7
4/17/2017
A New Day Transaction: trade or exchange e.g. moving between work groups or offices; changing policies or procedures Transition: a period during which change takes place Transformation: a change in form, substance or structure; a metamorphosis
Creating Culture & Strategy Impact ◦ ◦ ◦ ◦
Process Procedure Rate of change Timing
Focus ◦ ◦ ◦ ◦
Introduce Facts about the Change Acknowledge Leadership Authority Establish Roles of Key Personnel Mitigate Resistance
Change ◦ Communicate, Communicate, Communicate
Creating Culture & Strategy o Value and Belief Statements
o Management Style
o Gaining Top Mgmt. Support
o Organizational Structure
o Training
o Rewards, Incentives, Motivation
o Communicating Desired Values and Beliefs o Stories, Myths & Legends o Hiring the Right People
o Organizational Gatherings o Systems, Procedures, Processes o Staff Changes
8
4/17/2017
Levers for Change
Look What You Did Diagnosed Your Culture Defined Culture Reviewed Cultural Norms Listed Cultural Values A New Day for Change
Creating a Culture for All: An HR Strategy for Today A PRIL 2 1 , 2 0 1 7 8 TH A N NUAL T ENNESSEE S HRM S TRATEGIC L EADERSHIP C ONFERENCE D
[email protected]
9