Recommandé
Recommandé
Contenu connexe
Tendances
Tendances (20)
Dernier
Dernier (20)
CEO asks about culture change process and results
- 3. When will this be done? Tell me about results. Can I influence the process? The CEO
- 4. We’re redoing the values again? What about TRACC? The Staff
- 5. Build a Living Lab Values = How we work together Break our usual way of doing thing Evolve our collaboration
- 6. Build a Living Lab Hire a coach Experiment on us It is a design project, Go Agile
- 7. Break Hierarchy Inspire our people Involve them in the definition Shared leadership
- 8. Break Hierarchy Culture team events Culture Ambassadors Extended Coaching
- 9. Cultivate Culture Engage our people Build momentum Put values into practice
- 10. Cultivate Culture Learning process Engage VS Buy-In Guide VS Solve Start living the values The evolution will be ongoing
- 11. 6 Stages of Culture Change
- 12. We are all ambassadors of our culture
- 13. Culture Results
Notes de l'éditeur
- NeedsNot just about defining the values, but about defining the way we work togetherBreak our typical way of doing things and explore something different, something more in lined with how we would like our business to be run.From silos, to collaboration, to co-creationRisks/ConcernsFred is passionate about MacadamianPassion can something be in the wayHe always get what he want Lose some controlEmotions will get in the wayBe on the defensive
- Hire a coachAny employee is on the same level regarding to culture Give you a perspective you cannot haveWill moderate discussionUse it as a guide Teaching us to coach othersExperiment on usAgree that we are learning this togetherUnderstand that we can only control the processNot what it would look likeNot when it would be doneThe way we behave together, will guide others in behaving the same wayAgree that our mental models and beliefs will be challengedGo AgileLike a software design projectMultiple Iterationdo, review, adjustProcessResultIt will be done when it will be done
- NeedsInspire our peopleGet them to think about what is important to themInterest them in evolvingGet our people to share their needs, their true needsOpen the communication channels (Armenia, romania, UX, California)Get everyone’s attentionInvolve them in the definitionGet their ideas and perspectiveGive them the permission to change Shared leadershipTop –> down to equalityEveryone is accountable to make this workEveryone is equal in living the cultureRisks/ConcernsExec driven initiativeTop->BottomPeople not willing to open upme and Fred, have 1 perspective on the businessmissing the perspective of our people
- Team eventsAsk our FMs to have their teams answer(QA, UX, etc)Top 3 culture related prioritiesIdeal cultureWe will know whenThis will help usTo help them, our research team developed a user research protocolWhat kind of projects you likeWhat you like best about Macadamian, etc...Created the Ambassador roleElected by their functional groupThey are the voice, the messengerTasked to present back the values of their teamRepresent their team in Culture discussionsRules of engagementMet them one by oneFred is at the same level as everyoneSpeak their mindChallenge usExtended the coaching to the ambassadorTough conversationsNon violent conversationVilain, hero, victimLeading by Asking questions
- Concerns/RisksPeople where not buying inSaw this as a marketing thingPeople didn't see actionsPeople would be waiting to be told what to do
- Learning processIt is a learning process, not everyone is at the same levelCulture continuumStarted putting the values into practiceHiring processPerformance reviewsProject deliveryAwardsCulture will never be doneIt will be an ongoing effortValue in the conversationsInformed our people that it starts with themWhat do they want to see as resultHow do they want to contributeWe are all ambassadors of our culture
- Constant work in progress, even for Southwest