Integrated Culture Workshop
Objectives of Cultural Change
To facilitate effective cultural transformation within an organization, consider the following essential actions:
Articulate the Aspiration: Clearly define the reasons behind the desired cultural change.
Select and Develop Leaders: Identify leaders who align with and embody the target culture.
Reinforce Change Through Organizational Design: Design the organization to support the desired culture (Right People → Right Culture).
Organizational Conversations: Foster discussions about culture to emphasize the importance of the change.
Engagement and Feedback Mechanism
Utilize Fists-of-5 ratings to capture participant feedback on various cultural aspects during the workshop.
| Question | Rating Options |
|---|---|
How often do individuals in your organization talk about culture? | 1. Extremely often 2. Very often 3. Somewhat often 4. Not very often 5. Not at all often |
How effective are leaders in your organization at role-modelling and shaping culture? | 1. Extremely often 2. Very often 3. Somewhat often 4. Not very often 5. Not at all often |
How well do your onboarding and training practices integrate new employees into your organization’s culture? | 1. Extremely often 2. Very often 3. Somewhat often 4. Not very often 5. Not at all often |
Culture is primarily disseminated through social interactions and group settings. To highlight specific cultural attributes, consider initiating focused conversations around relevant themes through methods like one-on-one discussions, informal forums, and social media campaigns.
Assessing the Current State of Culture
It is important to acknowledge that no culture is inherently "bad"; each has its strengths and weaknesses. Some cultural aspects may require change, and participants should sort the following cultural descriptors into groups:
| Cultural Descriptor | Description |
|---|---|
Caring | A collaborative environment where individuals support each other, akin to a family. |
Purpose | A compassionate atmosphere focused on long-term global betterment. |
Learning | An open-minded space that encourages innovation and exploration of new ideas. |
Enjoyment | A playful environment where happiness and celebration are central. |
Results | A merit-based culture driven by high performance and outcomes. |
Authority | A competitive setting where personal advantage is sought. |
Safety | A predictable environment that prioritizes careful planning and risk management. |
Order | A structured culture that values rules and conformity. |
Identifying Top Cultural Priorities
Facilitate discussions to identify the top three cultural descriptors from the group's sorting. Visual representation can help us understand the connections between these cultural elements.
Defining the Future State
Once the current state is assessed, reveal each cultural descriptor's definitions, advantages, and disadvantages, guiding groups to select their new top three. Here are the refined cultural characteristics:
Caring (Warm, Sincere, Relational)
Pros: Enhances teamwork, engagement, and trust.
Cons: Potentially slow decision-making due to overemphasis on consensus.
Purpose (Purpose-driven, Idealistic, Tolerant)
Pros: Fosters appreciation for diversity and social responsibility.
Cons: Idealism may overshadow immediate practical concerns.
Learning (Open, Inventive, Exploring)
Pros: Boosts innovation and organizational agility.
Cons: Exploration might lead to a lack of focus.
Enjoyment (Playful, Instinctive, Fun-loving)
Pros: Improves morale and creativity.
Cons: Excessive focus on fun may compromise discipline.
Results (Achievement-driven, Goal-oriented)
Pros: Enhances execution and goal achievement.
Cons: This may lead to stress and communication breakdowns.
Authority (Bold, Decisive, Dominant)
Pros: Increases decision-making speed and responsiveness.
Cons: Risk of fostering a psychologically unsafe environment.
Safety (Realistic, Careful, Prepared)
Pros: Improves risk management and stability.
Cons: Overemphasis can lead to bureaucracy and inflexibility.
Order (Rule-abiding, Respectful, Cooperative)
Pros: Enhances operational efficiency and reduces conflict.
Cons: It may stifle individual creativity and agility.
Visualizing Cultural Alignment
In assessing the alignment of selected cultural attributes, check for the following:
If two descriptors fall within the same quadrant, this is a positive indication.
If the descriptors align within the same half (horizontal or vertical), this is also favourable.
If they do not meet either condition, further work may be necessary to align cultural aspects.
Cultural change requires deliberate action, starting with identifying current practices and aspirations for the future. By facilitating engaging conversations and understanding the implications of cultural attributes, organizations can effectively shift their cultural framework to foster a more positive and aligned work environment. Changes in behaviours and mindsets will naturally follow as the culture evolves.
References
Authors: Boris Groysberg, Jeremiah Lee, Jesse Price, J. Yo-Jud Cheng
Source: Harvard Business Review, January–February 2018
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