Culture

Introductions

Training, facilitation

Leadership development

Instructional Design

Performance ManagementTalent Management

Employee Engagement

Talent Strategy

Global Learning, Development,

Recruitment, etc…

Organization Behaviour

Tim

e/g

rey h

air

s on

my h

ead

Complexity/size of pay check/progress to takeover the world

Culture Strategy

People Leadership

Business Strategy

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?

Death of HR

The report of my death was an exaggeration

What is Culture?

• Umbrella Term

• Party: the vibe, feel, energy of a place

• Memory of the organization

• Shadow

What is Culture?

You can’t control culture.

But you must observe it, and you must be intentional in the decisions that you know will effect it.

• Umbrella Term

• Party: the vibe, feel, energy of a place

• Memory of the organization

• Shadow

What is Culture?• Not controllable

• Observable

• Make intentional decisions

Why is Culture important?

Average perform

er

High perform

er

Productivity at work

Ever work with someone who doesn’t

get it?

People are a competitive advantage

High Performers have

options

Finding a job is about

fit

Seller beware Buyer beware

Employer beware Employee beware

So what does this all mean for you?

Intentional

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

How is culture created?

Values

Rituals

Stories

Artifacts

Consequences

Values

Rituals

Stories

Artifacts

Consequences

Vision

Values

alwayssometimes

never

7 +/- 2

Most important

Selecting Values

Involve others

Values

Values

Rituals

Stories

Artifacts

Consequences

LEADERS “walk the talk”

Onb

oard

ing • Recruitment

• Job descriptions

• Resume screening

• Interviews• Selection• Candidate selection

• Offer letters• Negotiations• Welcome Kits

• Orientation• Probation• Integrations• First days

Main

tenan

ce

• Policies• Communication• Intranet• Goal setting• Coaching• Training & Development

• Performance Reviews

• Team Building• Recognition• Rewards• Engagement• Compensation• Employee relations

Pro

gre

ssio

n • Performance Plans and Measurement

• Dismissals• Succession Planning

• Promotions• Retirement

What do your rituals say about you?

Values

Rituals

Stories

Artifacts

Consequences

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

Values

Rituals

Stories

Artifacts

Consequences

Values

Rituals

Stories

Artifacts

Consequences

1 Observe behavioursBe 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 ExpectationsReview 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 planCreate a plan. Include specific observable measurements.

Offer support. Decide upon consequences & timeline for follow up.

5 Follow up

COACHING FOR PERFORMANCE

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

How can you shape your culture?

Recognition

🎂

Pick habits Ritualize

BADgood

1. Clarify perspective

2. Comprehend values

3. Commit to what is most important

4. Choose the option that fits best

Communicate your decision clearly and honestly

Hire carefully

Slow to

hire…. ..quick to fire!

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.

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

How can you use culture to grow your team?

Figure out what you want

Job Description

Mission for role

Deliverables

Competencies

Resume/experience

Interview:screeningscorecardculture

Assessment

References

Multiple Sources

Interview tips

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

Stereotyping

Inconsistency in questioning

Nonverbal bias

Halo/horn effect

Contrast effect

Similar to me

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

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?