building high impact corporate dna across culture
TRANSCRIPT
BUILDING A HIGH IMPACT CORPORATE DNA ACROSS CULTURES!DR. NATTAVUT KULNIDES!
June 3, 2015
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Employee engagement and culture issues exploded onto the scene, rising to become
the no. 1 challenge companies face around the
world.
According to Deloitte’s 2015 Global Human
Capital Trends survey
Culture drives many outcomes in organizations, perhaps most
prominently, employee engagement and retention.
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1. Understanding culture platform
• 3 Levels of mental
program • Are we that
different?
2. In search of culture DNA
• Statement of
Purposes • Stages of
organization • Core Values
beyond words
3. How to make it stick!
• Cultures ‘ECO’
system • Why cultures
matter! • 3 steps process,
how to make culture sticks!
Case Study – ‘Pandora – a journey of unforgettable moment’
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Personality • Inherit & Learn
Culture • Learn
Human Nature • Inherit
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• Love of individualism • Personal ego • Life is challenge • Competitive, aggression, confrontation • Over-action • Technological change is rapid • Profit-sensitive • Law, contractual define behavior
• Fondness for the collective • Personal interests subordinate to the group • Security and harmony • Cooperation, adaptation to the others • Subtle, sometimes ambiguous action • Social and cultural change is evolutionary • Sensitive to social pressures • Face saving, gentleness, low voice,
social rank, respect
REMEMBER, this is a stereotypically speaking.
• Management Goals • Profit maximization • Organization efficiency • High productivity
• Management Goals • Social responsibilities • Harmonious work atmosphere • High performance seen as ruthless
Source: When culture collide, leading across culture. Richard D. Lewis
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There are many ways to assess potential culture alignment that organizations can use.
Gut Feeling
Looking for clues
Behavioral Base
Interview
Culture Assessment
Team Assessment
Given you and your team know what quality that you are looking
for.
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Different name, similar concepts
Values Cultures Purpose
Norm Strategy Behavior Way of Doing thing
Purpose Corporate Values Culture
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To make people happy
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To organize the world’s
information and make it
universally accessible and
useful
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¨ About 3 – 5 values ¨ Be authentic ¨ Required utmost
commitment and org. attention
¨ Create compelling core values stories
¨ Great core values find universal audiences
Creating Effective Core Values
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*according to the Reputation Institute’s 2015 Global RepTrak 100 Ranking
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About Organization Cultures!
• Culture is to recruiting as product is to marketing.
• Talent is more easily attracted with a great culture.
• Whether planned or not, all companies have a culture.
• Why not create a culture we love?
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Guess…what these core values belong to which company.
¤ Integrity ¤ Communication ¤ Respect ¤ Excellence
¨ Enron, whose leaders went to jail, and which went bankrupt from fraud, had these values displayed in their lobby:
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Inter-connected
Relationship
Culture
Structure
Control
Strategy
Culture ECO System
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THEN NOW
FOCUS Pension Purpose
NEED Good Boss Great Colleagues
HOURS 9 - 5 Whenever
WORKPLACE Office Wherever
TENURE Whole Career Whatever
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Why Corporate Values Matter!
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• Assess culture compatibility
• Your culture unique selling point (USP)
• Communication • Reality check
• Culture orientation program
• On-going feedback
• Learn by direct experience and modeling
• Leaders as a role model
• Recognition • Cultures and
career • Compensation • Continue to build
on stories
High Performance
Low Value
High Performance
High Value
Low Performance
Low Value
Low Performance
High Value
Low - Value
High - Performance
High - Value
Low - Performance
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Dr. Nattavut [email protected]!
!ADGES | 10th Fl., Emporium Tower, Unit 1011, 622 Sukhumvit 24, Klongtoey, Bangkok 10110 THAILAND!