Culture is a soft concept and like strategy it cannot be copied. Is there a way to measure culture? If not, then how do we say whether particular culture is good or bad? As an individual how often do we change our behavior to adapt to a new situation? If changing one’s behavior is tough, then how difficult is to change behavior of big Organization?

Organization's culture is the sum of belief and behaviors of all employees. It is built on values and drives Organizational effectiveness through Competitive advantage. The visible part of cultural iceberg drives us to think what we see and believe in our Organization constitutes the culture. There is also big portion of cultural iceberg that is not visible to the employees that drives the hard reality.

Come join me to visualize and understand a world of culture delivered to you in a capsule. You would not only multiply your knowledge but will go home with resonating thoughts that would drive you to do more!!

Let us together explore below topics:

  • 'The way we say we get things done’ vs ‘The way we really get things done’
  • Different dimensions of Corporate and National culture
  • Explore the complete cultural iceberg
  • How do we build a strong culture?
  • Vision vs Mission Vs Strategy Vs Culture
  • Case studies on Culture and Transformation

Finally, I will present my research based winning team cultural framework that bolsters employee engagement through ‘‘If Organization work towards welfare of employees, the employees will work for it well"

 
 

Outline/Structure of the Talk

1. What is culture and what constitutes culture

2. Factors affecting culture

3. How do we measure culture

a. Walkthrough of Geert Hofstede's GLOBE project (National dimensions)

b. Corporate cultural dimensions

4. How to build a strong culture

a. Aligning culture, strategy and talent is the key

b. Organization tool for mindset change

c. Create a Movement not a Mandate (Different case studies discussed here)

d. Focus on Employee Engagement

5. Vwork - Winning Team's framework (Research based cultural framework)

6. Change Models (If time permits)

7. Conclusion

Learning Outcome

  • The way we say we get things done’ vs ‘The way we really get things done’
  • Different dimensions of Corporate and National culture
  • Explore the complete cultural iceberg
  • How do we build a strong culture?
  • Vision vs Mission Vs Strategy Vs Culture
  • Case studies on Culture and Transformation

Target Audience

Open to all

Prerequisites for Attendees

There are no prerequisite as such but an 'Open Mind' would do :)

schedule Submitted 2 years ago

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    • Rashina Hoda
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      Rashina Hoda - Becoming Agile vs Doing Agile (Research Talk)

      45 Mins
      Talk
      Beginner

      After 20 years since the manifesto, the latest state of agile reports more than 80% of organizations as "still maturing" in their agile practice. As agile methods expand beyond small teams and software itself, we are still struggling to answer these questions:

      • Why is it that some teams are more 'agile' than others even though they all claim to be practicing agile methods?
      • What all dimensions need to change as teams, managers, and entire organizations attempt to become agile?
      • How do these dimensions interact with each other?
      • Overall, what does it take to become agile and how does that differ from doing agile?

      This talk is based on my original theory of becoming agile developed from 10+ years of industrial research of agile practice in New Zealand and India, which received the distinguished paper award at the IEEE/ACM international conference on software engineering (ICSE), in 2017.

      In this session, I will explain the key dimensions that need to transition during agile transformations, using industrial examples, and highlight what you can do to progress beyond simply doing agile, to harness the most from your agile transformations.

      This keynote will add a unique research perspective to the conference program, sharing agile research in an industry-friendly format and delivery style.