Culture and Transformation: the Chicken and the Egg

Culture eats change for its breakfast! How many time have you heard this? Or thought about it? How many times have you seen indicators for it? How many time have you blamed culture for change not happening?

Isn't culture (roughly) what people do, say or think of in an organization. Studies tell us that people are good. 99% of people do what they believe is right. They are willing to help. They don't mean to resist changes coming their way. They want to see the transformation becomes successful, even more than what you think. They are very resourceful as well.

So then how come there are many catastrophic stories when it comes to changing culture of an organization? How come even knowing the effect of culture on transformation, we tend to not pay attention to it as needed?

Culture as an outcome, Culture as an objective and Culture as a goal can take us to completely different end states.

If the above interests you, please join us. We are going to share with you what we learned from our experience in transforming one of the biggest departments of TD.

 
 

Outline/Structure of the Talk

Introduction - 5 minutes
A brief introduction of us, the complex environment we are talking about and what we see or define as the culture. Then, we are going to share different perspectives and different stories of culture and transformation in 3 iterations.

Story 1 - Culture as an Outcome - 10 minutes
The first story revolved around transforming the culture as an outcome. You must have heard output v.s. outcome discussion. What will happen if you look at culture as the outcome? What might have gone wrong if you have seen that? What lessons have we learned from it? Can culture be the outcome? Or is it a medium that with its transformation the goal is changing? How having this perspective makes transformations more agile?

Table discussion + Debrief 1 - 5 minutes.
We ask the audience to challenge our story at their table. See if it resembles in their life. And share with the table and the whole group their perspective. What they might have done differently, or what they might have learned from it that they are going to apply the next day.

Story 2 - Culture is an Objective -10 minutes
The second story is about looking at culture as an objective. How can a cultural objective be achieved? Can it easily? What are the KPIs for your objective? Can you measure it? Have you heard of measuring the unmeasurable? Imagine you want to measure culture transformation that way. What tools might you use?

Table discussion + Debrief 2 - 5 minutes.
We ask the audience to challenge our story at their table. See if it resembles in their life. And share with the table and the whole group their perspective. What they might have done differently, or what they might have learned from it that they are going to apply the next day.
Story 3 - Culture is a Goal- 10 minutes
What if the culture is defined as your goal? Would it give you enough specs to work? You are trying to achieve it on a regular basis. How even just renaming it as a Goal make not close to people's hearts, and make them pay attention to it only when talked about. How it does not become embedded in people's personal transformation? Isn't defining it as a goal the secret recipe for the transformation? To make it from an obscured and unreachable place closer to where is most important?
Table discussion + Debrief 3 - 5 minutes.
We ask the audience to challenge our story at their table. See if it resembles in their life. And share with the table and the whole group their perspective. What they might have done differently, or what they might have learned from it that they are going to apply the next day.
Closing + Final Debrief - 15 minutes.
We are going to summarize the rules of thumbs, lessons learned for the audience to take with them.

Learning Outcome

In this session you will learn:
Different perspectives to look at the culture of an organization
Ways to use the culture in your benefit and to reach your goals
Success stories (and failure ones) when considering culture as the most important factor in the transformation

Target Audience

Leaders/Executives, Change Managers, Agile Coaches, HR Leaders, Scrum Masters

Prerequisites for Attendees

Agile Knowledge and transformation execution preferable

schedule Submitted 2 years ago
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