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4/17/2017
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Creating a Culture for All:An HR Strategy for Today
A PRIL 2 1 , 2 0 17
8 T H A N NUAL T ENNESSEE S HRM
STRATEGIC LEADERSHIP CONFERENCE
Think about your organization…
How’s that working???
How’s that working?
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How’s that working?
How’s that working?
What we’ll do this morning…
Diagnose your organization’s health
Define organizational culture
Review cultural norms
Diagnose the values in your organization
Create a new framework support for strategy & culture
Organization
Team
Individual
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Organizational Check-upComplete 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 HealthIndividual 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!
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CULTUREA 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!
COLLECTIVENESS
CULTURE IS UNDERSTOOD.
EMOTIONALLY CHARGED
CONFIDENCE & PRIDE
HISTORICALLY BASED
FEEDBACK & SURVEYS
INHERENTLY SYMBOLIC
BRAND & ARTIFACTS
DYNAMIC
COMMUNICATION HAPPENS.
VAGUENESS
IDEAS & EQUITY
“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
Diagnosing organizational culture
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Form vs. Substance
Form – the way that individual members of a culture express themselves.
Form may be readily apparent while substance is inferred.
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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.
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Cultural NormsCultural 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.
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?
Organizational Values
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.
List 5 words that are core values in your organization.
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A New DayTransaction: 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 Gaining Top Mgmt. Support
o Training
o Communicating Desired Values and Beliefs
o Stories, Myths & Legends
o Hiring the Right People
o Management Style
o Organizational Structure
o Rewards, Incentives, Motivation
o Organizational Gatherings
o Systems, Procedures, Processes
o Staff Changes
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Levers for Change
Look What You DidDiagnosed 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
APRIL 21, 2017
8 TH ANNUAL TENNESSEE SHRM
STRATEGIC LEADERSHIP C ONFERENCE
