one size doesn’t fit all – the left dimension
TRANSCRIPT
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Collaboration Culture SurveyJoris Antheunissens & Jolien Van de Vliet
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Special thanks to our sponsors
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http://tinyurl.com/mf62fwj
https://i.engage.ms/spikespulse/BIWUG-2803
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Why the “left” dimension?
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Business outcomes
Source : Gallup, Inc – Employee Engagement – What’s your Engagement Ratio ?
Productivity
Profitability
Quality (defects)
Safety incidents
Absenteism
18 %
16 %
60 %
49 %
37 %
Employee engagement
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“Humanity will change more in the next 20 years, than in the previous 300.” -Gerd Leonhard
“We will never evolve as slowly anymore as today.” -Piet Zwart
Change
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How do organizations deal with change?
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New insights
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Organizational Culture keywords
Connect
ParticipativeBottom-up
Feedback
Co-create
Self-organizing
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Optimizer of digital workplaces at ihop.
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We deliver new digital collaboration cultures tomake organizations more customer-centric.
We connect people and teams with culture, processes and technologies.
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Focus on teams
Team Culture(s)
Team Tooling
& Training
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One size doesn’t fit all
SMS
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The Left Dimension Survey
Based on 2 reference models:
Internal focus
& IntegrationExternal focus
& Differentiation
Stability & Control
Flexibility & Discretion
Collaboration Workplace
Open Workplace
Paternalistic Workplace
Defensive Workplace
Quinn The Collaboration Breakthrough
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The Survey outcome is used for
The tone of voice of the communication
The change management style
The solution variant(s) in Office 365
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Internal focus &
Integration
External focus &
Differentiation
Stability & Control
Flexibility & Discretion
Organizational Structure 1/2- Quinn
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Organizational Structure 2/2- Quinn
Teams | Shared values & goals | Commitment |
Empowerment | Human development |
Participation| Leaders as Mentors | Loyalty
Collaborate
Control
Conservative | Careful decisions | Eliminate
errors | Consistency & reliability | Efficiency |
Routines | Organizers & administrators | Rules
Innovative initiatives | Change & risk | Freedom
of thought | Dynamic task forces | Foster
entrepreneurship | Flexibility & Adaptability
Create
Compete
Move fast, & play to win | Monitor the market
| Deliver shareholder value | Achieving goals |
Leaders are hard-driving & directive
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How would you rateyour organizationalstructure?
http://tinyurl.com/mf62fwj
https://i.engage.ms/spikespulse/BIWUG-2803
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Organizational Structure- Quinn
Teams | Shared values & goals | Commitment |
Empowerment | Human development |
Participation| Leaders as Mentors | Loyalty
Collaborate
Control
Conservative | Careful decisions | Eliminate
errors | Consistency & reliability | Efficiency |
Routines | Organizers & administrators | Rules
Innovative initiatives | Change & risk | Freedom
of thought | Dynamic task forces | Foster
entrepreneurship | Flexibility & Adaptability
Create
Compete
Move fast, & play to win | Monitor the market
| Deliver shareholder value | Achieving goals |
Leaders are hard-driving & directive
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Collaboration Culture 1/2- The Collaboration Breakthrough
Collaboration Workplace
Open Workplace
Paternalistic Workplace
Defensive Workplace
Paternalistic Workplace• Top-Down communication
• “We only talk about the good things”
• Leadership makes decisions
• Firmly hierarchical
• Healthy conflict is discouraged
Defensive Workplace• Mission, vision & values not defined
• No focus & a lot of confusion
• Employees rarely meet with supervisors
• Limited/no information
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Collaboration Culture 2/2- The Collaboration Breakthrough
Collaboration Workplace
Open Workplace
Paternalistic Workplace
Defensive Workplace
Collaboration Workplace• Common purpose
• Open & respectful conversations
• Commitment
• Simple tools
• Opportunities to innovate, learn & grow
• Complete trust & confidence
Open Workplace• Flat structure
• “We have nothing to hide!”
• Problems & ideas shared freely
• open disagreement is encouraged
• Information flows everywhere
• Chaotic & Stressful
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How would you rateyour collaborationculture?
http://tinyurl.com/mf62fwj
https://i.engage.ms/spikespulse/BIWUG-2803
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Collaboration Culture - The Collaboration Breakthrough
Collaboration Workplace• Common purpose
• Open & respectful conversations
• Commitment
• Simple tools
• Opportunities to innovate, learn & grow
• Complete trust & confidence
Open Workplace• Flat structure
• “We have nothing to hide!”
• Problems & ideas shared freely
• open disagreement is encouraged
• Information flows everywhere
• Chaotic & Stressful
Paternalistic Workplace• Top-Down communication
• “We only talk about the good things”
• Leadership makes decisions
• Firmly hierarchical
• Healthy conflict is discouraged
Defensive Workplace• Mission, vision & values not defined
• No focus & a lot of confusion
• Employees rarely meet with supervisors
• Limited/no information
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Your Left Dimensionresults…
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Some examples
1. Paternalistic culture & Hierarchical structure
2. Open culture & Market structure
3. Collaborative culture & Adhocracy structure
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Defensive
Ad
ho
cracy
Clan
Market
Hie
rarc
hic
al
Hierarchy | Control
Conservative | Careful decisions | Eliminate
errors | Consistency & reliability | Efficiency
| Routines | Organizers & administrators
Co
llab
ora
tive
Open
Pate
rnalistic
Paternalistic
Top-Down | “We only talk about the good
things” | Leadership makes decisions | No
decision-making authority
1. Paternalistic culture & Hierarchical structure
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Intranet Landing page
LawCo
1. Paternalistic culture & Hierarchical structure
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Scenario Tools
Ask something don’t know who to ask FAQ
Where should I put and share documents? Library (secure)
Provide a note of congratulations/ praise Employee i/t picture
Make an organizational announcement SP Newscarrousel
Remind the team of an important deadline Outlook Calendar
1. Paternalistic culture & Hierarchical structureSolution variants
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1. Paternalistic culture & Hierarchical structureCommunication and change management style
Change Management Style
Clearly defined rules
in a change plan
Communication Style
Top-down
Only the positive side of
change is communicated
Procedures define the
communication style
Detailed documentation
& Manuals distributed
top-downClassroom training
No interactivity or
participative learning
Metrics system to
measure efficiency
Self-learning organization
by train-the-trainer
Choices are made at the top
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Defensive
Ad
ho
cracy
Clan
Market
Hie
rarc
hic
al
Market | Compete
Move fast, & play to win | Monitor the market
| Deliver shareholder value | Achieving goals |
Leaders are hard-driving & directive
Co
llab
ora
tive
Open
Pate
rnalistic
Open
Flat structure | “We have nothing to hide!” |
Problems & ideas shared freely | Open
disagreement | Information flows everywhere
2. Open culture & Market structure
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Sales teamwork
2. Open culture & Market structure
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Scenario Tools
Ask something don’t know who to ask Yammer
Where should I put and share documents? Teams
Provide a note of congratulations/ praise Yammer
Make an organizational announcement SP Newsblog
Remind the team of an important deadline Groups Calendar
2. Open culture & Market structureSolution variants
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2. Open culture & Market structureCommunication and change management style
Official communication
by top managers
Emphasize competitive
advantages of change
Open communication
New information
everywhere Interactive workshops
Target focused
Renomated trainers
Give competitive advantage
Metrics to measure
added customer value
Change Management StyleCommunication Style
share ideas and
participate in discussions
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Defensive
Ad
ho
cracy
Clan
Market
Hie
rarc
hic
al
Adhocracy | Create
Innovate | change & risk | Freedom of thought
| Learning from mistakes | Entrepreneurs &
visionaries | Not afraid of uncertainty
Co
llab
ora
tive
Open
Pate
rnalistic
Collaborative
Common purpose | Open & respectful
conversations | Commitment | Simple tools |
Opportunities to innovate, learn & grow |
Complete trust & confidence
3. Collaborative culture & Adhocracy structure
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Project work3. Collaborative culture & Adhocracy structure
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Scenario Tools
Ask something don’t know who to ask Yammer
Where should I put and share documents? Groups
Provide a note of congratulations/ praise Yammer
Make an organizational announcement Yammer
Remind the team of an important deadline Groups Calendar
3. Collaborative culture & Adhocracy structureSolution variants
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3. Collaborative culture & Adhocracy structureCommunication and change management style
Ad hoc communication
Focus on the future
Open communication
between colleagues
Ad hoc learning
groups
Interactive workshops
& webinars
Learning on the jobDevelop a self-learning
organization by learning
from colleagues
Change Management StyleCommunication Style
Creativity & entrepreneurship
are encouraged
Constructive feedback Decentralized
decision-making
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What do you
think about
all this?
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