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What’s your Cultural DNA ?
- By Vidya Bhushan and Lalita Chandel
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Speaker ProfileLalita Chandel• Agile Consultant, Coach, 10+ Years• Change Evangelist, Mentor and Speaker
Vidya Bhushan• Agile Consultant, Coach, 7+ Years• Choreographer, Traveller
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“A system must be managed. It will not manage itself. Left to themselves,
components become selfish, competitive, independent profit centers, and
thus destroy the system….
…. the secret is cooperation among the component systems toward the aim
of the Organization”
W. Edwards
Deming“If you get the Culture right, the other stuff will take care of itself.”
Tony Hsieh, CEO – Zappos.com
www.agilegurgaon.com Culture eats Strategy for Breakfast Everyday !
“ If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening.” – Edgar Schein
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And there is a lot that is un-seen !
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What is Organizational Culture?
Influencing Factors
Outcome
Orientation
A value system held by members of an organization that varies in every organization.
Peop
le
Orie
ntati
on
Team Orientation
Innovation & Risk Taking
Attention to DetailAgg
ressi
vene
ss
Stability
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There are different
types of Organizational Culture !
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CompetitiveAchievement – Microsoft, Oracle
ControlledPower, Security – CA, IBM
CreativeSelf Actualization – Apple, Google
CollaborativeAffiliation - HPs
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Looks Simple ?
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Challenges in Cultural Transformation?Organizational Diversity
Same Organizationand
Same Country
Different Organization
andSame Country
Different Organization
andDifferent Country
Same OrganizationAnd
Different Country
Nati
onal
Div
ersit
y
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Common Traps
AgileMyopia
Fall back to Waterfall
CulturalConflicts Power
Distance
Individuals Vs Team
Uncertainty Avoidance
Long Term Vs Short Term
Telling Agile Doing Waterfall
Selecting limited Agile Principles
Change in Leadership
What’s your Utilization index
I want accelerated time
to market
Work on this US, it’s top priority
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Building a Good Culture
1
23
4
5
AS-IS Culture and Expectation Setting
Recognition and Reward Programs
Innovation and Thoughtful approach
Encourage Agility through SocializationValue interpersonal
relationships and Trust
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Kotter Change Model – Transforming Organizations
Create a climate for an organizational change
1. Increase sense of Urgency2. Build Guiding Teams3. Get the vision right
Engaging & Enabling Organization
4. Communicate the Vision5. Empower Action6. Create Short Term wins
Implementing & sustaining the change
7. Consolidate Gains8. Anchor approaches in the new culture
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Management 3.0
Source : Management 3.0 Jurgen Appelo
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Role of Leadership4
Encourage participation
3
Equalize power distance
1
Innovation culture
2
Trust, Respect &Support
Facilitate Issues
5
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Key Takeaways
Vision Team
Leadership
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Thank You
Lalita ChandelAgile ConsultantTata Consultancy ServicesMail to: [email protected]: https://www.linkedin.com/in/lalita-chandel-27184825
Vidya BhushanAgile ConsultantTata Consultancy ServicesMail to: [email protected] : https://in.linkedin.com/in/vidya-bhushan-325a38b
www.agilegurgaon.com
References• http://scaledagileframework.com/apply-systems-thinking/ • http://successfulculture.com/goldman-sachs-exec-leaving-due-to-toxic-culture-three-lessons-for-all-of-us/• https://equity.spps.org/uploads/iceberg_model_3.pdf • Management 3.0, Jurgen Appelo - http://jurgenappelo.com/management-30/• http://www.slideshare.net/jurgenappelo/management-30-in-50-minutes • Hofstede cultural dimension theory - https://geert-hofstede.com/national-culture.html • Schneider Culture Model - https://
www.linkedin.com/pulse/using-schneider-culture-model-successful-agile-patary-pmp-csm-cssgb• http://agilitrix.com/2011/03/how-to-make-your-culture-work/ • Kotter change model - http://www.kotterinternational.com/the-8-step-process-for-leading-change/ • http://lgm3.com/it-strategy/ • http://www.mattsherriffinc.com/wp-content/uploads/2015/10/minions-teamwork.jpg
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