A Simple Organizational Culture Assessment …
A Simple Organization Culture Assessment Questionnaire. This specific cultural assessment questionnaire is useful for teams or organizations that are going through change. It’s particularly useful when a new leadership team is formed or when existing leadership teams are combined. This activity helps a group of leaders understand how they
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Culture Washing In The World Of Work
Similar to green-washing, which conveys a misleading impression of a product or organization being environmentally sound, organizational culture washing is at play in organizations claiming a healthy and dynamic organizational culture that fosters growth, values candor and champions integrity – or any other set of virtues – when the truth, at best, is far …
Edgar Schein's Organizational Culture Triangle: A Simple
Edgar Schein’s Organizational Culture Triangle. Edgar Schein’s Organizational Culture triangle says that there are different layers to the cultures within organizations.There are shallow layers that have some impact on an organizations culture or which may be some indication of what a culture is actually like.
Leadership and Cultures for Innovation: An Introduction
Leadership and Culture for Primary Innovation. Primary innovation is a slippery thing. It requires inspiration, creativity, freedom of thought and space to innovate and in which to try new things. Lots of innovative ideas that lead to primary innovations were actually created for entirely different purposes than those which they ended up being
The Cameron and Quinn Competing Values Culture …
The Cameron and Quinn Competing Values Culture Model. Robert Quinn and Kim Cameron’s created a four box culture model used to categorize organizational cultures.Its vertical axis looks at whether an organization is more focused on stability or flexibility, and its horizontal axis looks at whether the organization is more inwards or outwards looking.
Organizational Development: An Easy Introduction
Organizational Development: An Easy Introduction. Organizational Development is a planned effort to change the culture, behaviors, ways of working and other “people” factors of an organization to enable it to effectively meet its strategic objectives. Summary by The World of …
Vulnerability In The Workplace: A Leadership Skill
The Role of Culture. Further, when expanding beyond who we are as workers to who we are as people, additional cultural elements deserve consideration. Those in minority ethnic groups within a dominant culture, for instance, have valid reasons to withhold their voices from the conversation: sharing a divergent perspective might enhance a racial
Forming, Storming, Norming and Performing: How Teams …
They should help ensure the team accept a shared culture, values and ways of working. Leaders should role-model best practice and help the team to formally standardize their ways of working and processes, where doing so would be helpful. Stage 4: Performing.
The McKinsey 7 S Model: An Organizational Change …
The McKinsey 7 S model is a classic framework through which to consider organizational change. It highlights seven different factors, all beginning with the letter S, that should be considered when any organizational change is being planned. The model is excellent in two primary ways.
M&A(&C): The Significance of Culture in Mergers and
Make culture a part of due diligence. If every organization is different and a culture clash between two entities merging into one is inevitable, then doing this should be a given. Evaluating culture is just as important as looking through the books, IP, assets, business operations, etc. as part of due diligence.
The Burke-Litwin Organizational Change Framework: A Simple
The Burke-Litwin change model is an organizational change model. It says that there are 12 key factors that organizations must consider when assessing change. The model groups these factors into different levels. At the most macro level there are external factors. At the next level down are strategic factors, which include organizational culture.
Mckinsey's Influence Model of Leading Change: A Simple
Mckinsey’s Influence Model of Leading Change: A Simple Summary. McKinsey’s Influence model of leading change says that to lead change effectively you need to do four main things. These are: foster understanding and conviction, reinforce with formal mechanisms, develop talent and skills and role model. Summary by The World of Work Project.
What Is Organizational Change
Organizational Change. Organizational change is the process of intentionally changing key aspects of an organization by delivering a series of change projects or programs. Aspects changes through these programs could include: organizational design, systems, employee experience, ways of working, culture, structures, or broader changes.
How to lead Organizational Change: John Kotter’s 8-step
These types of changes must be embedded into the culture of the organization if the changes that have been implemented are to really last. Kotter’s suggests that the best way to achieve this is by showing the link between success and the new behaviors. If leaders help their teams think, feel and believe that the new ways in which they are
The World of Work Project
World of Work Project. We are a community interest company dedicated to democratizing management and leadership learning and personal development. We find joy in helping considerate organizations improve their management and leadership capability, team performance and colleague experience and wellbeing.
Value Based Management In Work
Organizational Culture. Organizational culture and mindset are very important for Values Based Management. While embedding processes and governance approaches is a requirement, an organization’s ability to maximize value lie in the minutia of its culture, values and ways of working.
Authentic Leadership: Leading From a Moral Perspective
Authentic Leadership: Leading From a Moral Perspective. Authentic leadership is a specific behavioral pattern of leadership. It includes: clarity of values, self-awareness, balanced processing, relational transparency, authentic behavior and an internalized moral perspective. Summary by The World of Work Project.
Rokeach's Personal Values Survey: What Makes You Tick
Rokeach’s Personal Values Survey is a tool created by Milton Rokeach to help individuals understand their values. By prioritizing a list of 18 terminal values (where you want to end up) and 18 instrumental values (how you want to get there) you can develop self awareness. Summary by The World of Work Project.
The 5 Stages of Corporate Ethical Development
The model argues that an organization’s culture (the shared values and believes of its members, or ”the way we do things here”), which is heavily influenced by leadership role-modelling, is the foundation on which organizational morality develops. The model was inspired by theories of personal moral development.
The Fogg Behavior Change Model: A Simple Summary
The Fogg Behavior Change Model states that B=MAP, or that behavior (B) is a product of three factors, motivation (M), ability (A) and a prompt (P).It’s particularly the use of prompts (AKA triggers), which are often an environmental factor, that helps make this and similar models so popular in the digital environment.
The 7 C's of Communication
The 7 C’s of Communication. The seven C’s of communication is a list of principles that you should ensure all of your communications adhere to. Their purpose is to help ensure that the person you’re communicating with hears what you’re trying to say. The seven C’s are: clear, correct, complete, concrete, concise, considered and courteous.
The Henderson-Clark Innovation Model: A Simple Summary
The Henderson-Clark model can be visualized as a 2×2 matrix. The vertical axis can show the scale of architectural innovation and the horizontal axis the scale of component innovation. When both levels of innovation are high, “radical innovation” occurs. When both are low, “incremental innovation” occurs. And when only one level of
David Rock's SCARF Model: Social Threats in the World of
David Rock’s SCARF model details five social factors that affect how individuals feel and behave within a team. We can all feel social threats in relation to each of these factors. When this happens it can trigger our threat responses, which is usually unhelpful. The factors are: Status, Certainty, Autonomy, Relatedness and Fairness.
Blake and Mouton's Managerial Grid: A Simple Summary
Blake and Mouton’s Managerial Grid: A Simple Summary. Blake and Mouton’s Managerial Grid model says managers have two key areas of concern: people and tasks. Their levels of concern across these dimensions shape their management style. High concern for both leads to the best management. Summary by The World of Work Project.
The Fishbone Analysis Tool (Ishikawa Diagram): A Simple
PPPC stands for people, process, platform and culture. These are an excellent set of common major-causes to consider for any problem in an office or a professional-services working environment. Most problems in this environment have root causes within all four of these major-causes. The 5 Ms Major-causes
Personality and Character Ethic In The World of Work
Personality and Character Ethic is a concept well explained by Stephen Covey. Our personalities are what others observe when we interact with them, things like our words, deeds and attire. Our character is the sum of our invisible, underlying principles, values and beliefs. Summary by The World of Work Project. Character Vs.
The Ease / Benefit Matrix: A Simple Prioritization Tool
The Ease / Benefit Matrix: A Simple Prioritization Tool. The Ease / Benefit matrix is a simple tool which helps with prioritizing actions. It works by comparing how easy a set of actions are, and how much benefit they each yield. Those with the highest benefit and lowest effort are prioritized. Summary by The World of Work Project.
Diversity Networks In The World of Work
Diversity networks are often used to improve diversity and inclusion, a topic you can learn more about through our series of podcasts. Creating networks like this is the type of thing that might be done as part of an organizational development program.. A simple activity that you can use in your team as an icebreaker to start a conversation about individual differences …
The Hook Model of Behavioral Design: A Simple Summary
The hook model of behavioral design is a framework for designing addictive products. It is closely related to the habit loop. It describes a cyclical, four stage process for designing addictive products. The stages are: trigger, action, variable reward and investment. When built into produces these stages drive user engagement and lead to habit
The ACHIEVE Coaching Model: A Simple Summary
The ACHIEVE® coaching model is a solution focused model with seven steps: Assess current situation, Creative brainstorm alternatives to current situation, Hone goals, Initiate option generation, Evaluation options, Valid action plan design and Encourage Momentum.. Summary by The World of Work Project
The Stop, Start, Continue Approach To Feedback
Feedback is very important for both understanding current levels of performance and for identifying ways to improve. Unfortunately, people are generally not good at either giving feedback, or receiving it. The Stop, Start, Continue approach is a simple and useful framework that helps individuals overcome some of the challenges of both giving and receiving feedback.
Alderfer's ERG Theory of Motivation: A Simple Summary
Alderfer’s model says that all humans are motivated by these three needs. The most concrete and motivating of Alderfer’s three needs is existence, which really relates to physical and psychological survival. The next level is the need for relatedness, a sense of community and a good relationship with yourself.
How To Run A Hackathon
The Culture. You might want to start your hack with an icebreaker to help set the tone. The unspoken culture, “the way we do things here”, affects every hack. Successful hackathons require a culture that is fear free, values creativity, empowers individuals, celebrates trying new things and accepts failure as a step towards success.
Fearless Feedback In The World of Work
Fearless Feedback is a phrase that can be introduced to teams and organizations as common language with a shared understanding. It signals delivery of direct, constructive and well intentioned feedback. If introduced well, it can help build a positive feedback culture. Summary by The World of Work Project.
Employee Engagement In The World Of Work
Employee Engagement. Organizations have for many years been interested in understanding employee engagement in the world of work. Over the years organizations have focused on morale, job satisfaction, employee satisfaction and employee sentiment.
Common Language In The World of Work
Potentially including the common language into artifacts of culture such as ways of working, team charters, team contracts or other similar documents. You want to help that language settle in and feel right at home. Learning More. Common language can be very helpful in creating cohesive and clear organizational cultures.
Procrastination: A Simple Summary and Hints for Change
Procrastination: A Simple Summary and Hints for Change. Procrastination is when we engage in irrational delays to action, and that delay has a meaningful consequence. It is something that many people do. Luckily, it’s also a habit that it is possible to change. Summary by The World of Work Project.
The Tall Poppy Syndrome and Crabs in Buckets
Tall Poppy Syndrome. Tall poppy syndrome is an organizational culture trait that leads to the undermining, attacking or otherwise cutting down of successful individuals. The phrase comes from the fact that tall poppies stick up above others in their field and are thus easy to spot and cut down.
The Johari Window: A Helpful Interpersonal Awareness Tool
The Johari Window. The Johari window is a model of interpersonal awareness. It’s a useful tool for improving self awareness and, through it, our abilities to work well with others. It works by helping us understand the differences between …
Locke and Latham's Goal Setting Theory: Set Better Goals
Locke and Latham’s Goal Setting Theory: Set Better Goals. Locke and Latham’s goal setting theory details five key principles that support the creation of effective and motivating goals. These are: Clarity, Challenge, Acceptance, Feedback and Complexity. Summary by The World of Work Project.
Merrill-Reid Social Personality Styles In The World Of Work
Merrill-Reid Personality Styles. The Merrill-Reid / Wilson model is a very simple model of personality. Like all personality models, it states that people can be categorized into groups, and that each of these groups has specific needs, wants, styles and behaviors.