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What I've learned about Culture Transformation...

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What I've learned about Culture Transformation...

  1. 1. what I’ve learned about culture transformation and the impact of leadership presentation by MARCUS WADDS
  2. 2. what is it? culture and engagement
  3. 3. The shared behaviours and belief characteristics of an organisation as exhibited by the stated and unstated rules and expectations, prevailing values, norms, behaviours and systems that define an organisation. “It’s just how we do things around here.” culture is
  4. 4. engagement is ...the emotional and intellectual commitment of an individual or group to build and sustain strong business performance. The focus of any engagement process should not only be on how to engage employees, but also on how to maintain engagement among those already engaged and contributing.
  5. 5. culture matters more in tough times! It drives everything… where money is spent where decisions are made how people treat each other successful implementation
  6. 6. culture? you’re standing in it! “When the cultures are our own, they often go unnoticed until we try to implement a new strategy or program that is incompatible with their central norms and values. Then we observe, first hand, the power of culture. John P. Kotter & James L. Heskett, Corporate Culture & Performance
  7. 7. we have two choices… harness the power of agreement allow unknown forces to continue culture? you’re standing in it! Roger Cowan CEO, Distil International
  8. 8. and the bottom line culture Kotter and Heskett Return On Investment Less Efficient Culture Denison Participative Culture Cameron and Quinn Outcome of change efforts Reason for failure: A neglect of the organisation’s culture. Over 11 Years Succeeded Failed
  9. 9. can we improve change influence control maintain our culture?
  10. 10. “Itjustmakes good business sense tocreate an environment where people wanttocome towork.” Founder/MD culture flows from the top down 2002 2003 2004 “…andfrom apersonal perspective, Ijust prefer to come toa workplace where peopleare happy and havingagoodtime.”
  11. 11. “As senior leaders of this business are youready to take thewheel and drive ourculture?” Founder/MD culture flows from the top down 2009
  12. 12. culture flows from the top down “Imaginewhatwewillachieve whenwebringthe peoplewithus…” CEO,Australasia
  13. 13. culture infects from the front line up empower your people to make a difference
  14. 14. • not sufficient contact with senior leaders • not safe to speak up • not good at promoting people • benefits are not as good • managers not good at building teamwork • no opportunities for input before changes are made • no effort to get the opinions and thinking of employees • too lenient with employees who perform poorly • don’t take the opportunity to share knowledge • teams don’t get feedback on how they perform • it wouldn’t take a lot for to look for another employer Low Scoring Areas engagement has a lot to do with communication
  15. 15. • not sufficient contact with senior leaders • not safe to speak up • not good at promoting people • benefits are not as good • managers not good at building teamwork • no opportunities for input before changes are made • no effort to get the opinions and thinking of employees • too lenient with employees who perform poorly Low Scoring Areas • • • don’t take the opportunity to share knowledge teams don’t get feedback on how they perform it wouldn't take a lot for to look for another employer engagement has a lot to do with communication
  16. 16. communicate your messages
  17. 17. communicate your messages
  18. 18. live and breathe values practice radical transparency humanise the leadership release your champions have lots of fun create motivational awards share photos and videos promote social responsibility be there in person ask your people... where can we start?
  19. 19. what are the benefits? lower voluntary turnover reduced absenteeism higher productivity more innovation more successful implementation increased customer satisfaction attractive EVP reduced recruitment costs higher quality candidates happy people!
  20. 20. driving culture winners We create an inclusive environment “where talents and ideas can flourish and also drive business results. Neeraj Chadha Vice-presidentAustralia, Marriott Hotels & Resorts 2013 Employer Of Choice
  21. 21. driving culture winners It is easy to do in good times but what is truly defining is sticking to our strategy when businesses conditions are challenging. Chris Ward Managing Partner, Cooper Grace Ward Lawyers 2013 Employer Of Choice Being a Best Employer is about leadership and “commitment. It is about our leaders embracing the strategy and the desired actions and then living this each and every day.
  22. 22. driving culture winners With such overwhelming evidence about the link “between high engagement and great business results, why wouldn't you create a great place to work? Mark Ratcliffe Chief Executive, Chorus 2013 Employer Of Choice
  23. 23. driving culture The single most important factor that distinguishes “major culture initiatives that succeed from those that fail is competent leadership at the top. John P. Kotter & James L. Heskett, Corporate Culture & Performance
  24. 24. driving culture Real culture drive needs the CEO, “executive team, internal change agents and external change agents, all singing from the same song sheet. Quentin Jones Director, Human Synergistics
  25. 25. So, to avoid the trap of failure… Succeeded Failed
  26. 26. are you and your leaders ready to drive your culture? your people need you!
  27. 27. contact presentation by MARCUS WADDS people  culture  engagement  communications email marcus.wadds@gmail.com https://au.linkedin.com/in/marcuswadds

Notes de l'éditeur

  • …and remember to use a beginner’s mind to try something a little different.

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