• 3 words that describe the culture of your centre
• Share with 2 others
What do we mean by culture
• As you were writing the 3 words what were you describing?
What do we mean by culture
• Culture refers to the shared beliefs, values and assumptions about how things should be done in an organisation.
• It’s what we do when no-one is looking
• What do you believe are the shared beliefs, values and assumptions about how things should be done in your centre
What do we mean by culture
• If someone came to your centre for the first time what would they see and hear?
• What does this tell us about your centre’s culture?
• Is this consistent with what you thought were the shared beliefs, values and assumptions about how things should be done in your centre?
• Culture eats strategy for breakfast - (Peter Drucker)
• Booz and Co research – 84 percent of respondents and 86 percent of senior executives
believe that their organization’s culture is critical to their success.
– 60 percent said that culture is more important than the company’s strategy or operating model.
– 96 percent said some form of cultural change is needed within their organization.
– 51 percent believe their organization is in need of a major culture overhaul.
– 45 percent do not think their culture is being effectively managed.
Why culture matters
Why culture matters
• Strategy gives direction; culture gives impetus
• Ensures consistency and predictability around what matters most – Multiple centres
• Recruit for fit – develop for skills – Provides a filter for how and who we recruit, develop, promote and
terminate
– Skills are much easier to develop than the right attitude
Why culture matters
Creating your desired culture
• There is no right “culture” – Different organisations and different approaches require different
cultures
– McDonald’s cf Apple
Creating your desired culture
• Be very clear about the culture you are trying to create – Ensure you are able to speak about in in behavioral terms
– Enhance/Inhibit exercise
• Communicate about your desired culture clearly and often using different
media, messages and people
• Role model
– “Be the change you want to see in the world – (Ghandi)
• Recruit people who are consistent with your cultural values
• Acknowledge, recognise and reward for living the culture
– Make them your culture champions
• Deal firmly and promptly with people who behave contrary to your culture
– The behavior you walk past is the behavior you accept
• Make sure that your systems and processes support your culture
– Team culture/individual rewards
Creating your desired culture
Communication is critical
• But I’ve already told them that – By the time you are sick of saying it people will just start hearing it
• You can’t over-communicate – 7 times rule
• Use different ways to communicate the message
• Use different people – It’s not all about you
– If it is that’s telling you something about your culture
An OAR or a BED organisation •Ownership
•Accountability
•Responsibility
•Blame
•Excuses
• Denial
See it
Own it
Solve it
Do it
If I wait long enough it will
go away
It’s not my fault. Andi
messed it up
I just did what I was told
That’s not my job
Just tell me what to do and
I’ll do it
I didn’t mean I would actually
do it
My manager gets paid to do
the thinking
CHOICE POINT
Summary
• Define and describe your desired culture
• Involve your people in an Enhance/Hinder type exercise
• You must LIVE your culture
• Call it out if you see counter-cultural aspects in your centre
Questions/observations
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