3. Training, facilitation
Leadership development
Instructional Design
Performance Management
Talent Management
Employee Engagement
Talent Strategy
Global Learning,
Development, Recruitment,
etc…
Organization Behaviour
Time/greyhairsonmyhead
Complexity/size of pay check/progress to takeover the world
Culture Strategy
People Leadership
Business Strategy
4. Culture• What is it?
• Why is it important?
• How is it created?
• How can you shape it?
• How can you use it to grow your team?
14. • Umbrella Term
• Party: the vibe, feel, energy of a place
• Memory of the organization
• Shadow
What is Culture?
15.
16.
17. You can’t control culture.
But you must observe it, and you must be intentional in the decisions that you
know will effect it.
18.
19. • Umbrella Term
• Party: the vibe, feel, energy of a place
• Memory of the organization
• Shadow
What is Culture?
• Not controllable
• Observable
• Make intentional decisions
31. Why is Culture important?
• People are a competitive advantage
• High performers have their pick of jobs
• Employer beware- employees have more power than ever
• Be intentional about things that affect culture
46. Founding story
How you treat customers
How you treat employees
What you do for fun?
What rituals are most important?
What are people like there?
Who gets rewarded?
Who fits in?
Who gets promoted?
Table of Contents
55. 1 Observe behaviours
Be objective. Use your professional (not personal) opinions.
Were expectations set for this type of situation? If not, document and share with entire team.
Make sure you document specific examples. Remember to coach for good and bad!
2 Determine cause
Status check. Establish supportive climate.
Communicate your findings. Frame your feedback, tone and gestures.
Solicit their perspective. Listen and show empathy.
3 Communicate Expectations
Review expectations. Provide examples of expected performance.
Explain the impact of their performance. Link it back to the company VALUES
Mutually agree that action is needed.
4 Create plan
Create a plan. Include specific observable measurements.
Offer support. Decide upon consequences & timeline for follow up.
5 Follow up
COACHING FOR PERFORMANCE
56. How is culture created?
• Vision, values are most important
• Espoused theory vs theory in use
• Rituals, stories reinforce theory in use
• Artifacts – physical environment matters
• Consequences are necessary
68. . Clarify perspective
. Comprehend values
. Commit to what is most important
. Choose the option that fits best
Communicate your decision clearly and
honestly
71. The Pruning
Moment!
1) Prune healthy buds or branches that are not the best ones.
2) Prune sick branches that are not going to get well.
3) Prune dead branches that are taking up space needed for the
healthy ones to survive.
72. How can you shape your culture?
• Promote and communicate your vision, values, language regularly
• Create some meaningful rituals
• Celebrate stories that align with your vision
• Use values to make tough decisions
• Make personnel decisions carefully
84. Don’t give the answer in the question
Prepare in advance-know how to score an answer
Make sure questions are specific
Watch body language
Can you spell that for me?
Look for ‘we’ vs ‘I’, brevity vs ‘stories’
Interview tips
88. How can you use culture to grow
your team?
• Begin with the end in mind
• Be open and honest
• Pick fit over skills
• Use multiple information sources
• Avoid biases
89. Culture• What is it?
• Why is it important?
• How is it created?
• How can you shape it?
• How can you use it to grow your team?
Notes de l'éditeur
Hello. My name is Phil, and I’m very excited today to be here to talk to you tonight about yogurt. I mean, culture. I’m really excited to be here tonight to talk about culture.
So, before we get started, I thought we could do some super fast introductions.
Be as intentional with your culture plan as you are with your business plan. At each point, say- how will this affect the working culture at my company?