Change Community of Practice Webinar: Cosmetic Change vs Culture Change

Change Community of Practice Webinar: Cosmetic Change vs Culture Change

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  Community of PracticeWebinar: 12 June 2018 Cosmetic Change vs Culture Change Presented by Joanne Rinaldi, Director – Service Delivery
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  © Prosci. AllRights Reserved. 2 Setting up for Polling Respond at PollEv.com/ProsciANZ You will see this screen. No need to log in! The next ‘Poll’ (question) will appear when I open it.
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  © Prosci. AllRights Reserved. 3 Where to find today’s slides Prosci ANZ Company Linkedin Profile Follow us! Prosci ANZ page Like us! Slideshare.net/ProsciANZ Slides and recording available Follow us!
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  © Prosci. AllRights Reserved. 4 Agenda • What do we mean by culture change? • What is it and what is it not? • What are the triggers? • How do we break it down to deliver real change? • What are the success factors for effective change management? • 5 steps to get you started
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  © Prosci. AllRights Reserved. 5
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  © Prosci. AllRights Reserved. 6 What do we mean by Culture? • Culture is the fabric and more than just ‘how we do things around here’. It serves a purpose. • The basic tacit assumptions about how the world is and ought to be that a group of people share and that determines their perceptions, thoughts, beliefs, feelings, and their overt behaviour. (Shein 1996) • Shein describes it in 3 levels – Artifacts: are at the surface and easily discerned but hard to understand – Espoused values: beneath artifacts, conscious goals, strategies and philosophies – Basic assumptions and values: the core of culture, difficult to discern as they are largely unconscious level. It’s why things happen the way they do.
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  © Prosci. AllRights Reserved. 7 How do we hear people describe it?
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  © Prosci. AllRights Reserved. 9 What do we mean by ‘Culture Change’ projects? Cultural change is not: • Implementing a new system • Moving to a new building • Developing a new product or service • Implementing Agile Culture serves a purpose What is the change your organization needs to help achieve that purpose? Culture change in and of itself is not a purpose
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  © Prosci. AllRights Reserved. 10 What are the triggers? Often we see triggers like: • Implementing a new system • Moving to a new building • Developing a new product or service • Implementing Agile • Poor customer satisfaction results • Engagement Survey
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  © Prosci. AllRights Reserved. 11 What are the elements that can help shape culture? Elements that Impact Culture Physical Environment Reward and Remuneration Organisational Structure Mission and Values Honour the History/Existing Processes Leadership Capability Engagement Communication Channels
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  © Prosci. AllRights Reserved. 14 How do we break it down to achieve real change? Standing in the future state: • Think about your strategic direction • What behaviours, standards will be needed to achieve that? Where are you now? • What are the strengths of your current culture? • What are the gaps? How can you work on ‘culture change’ while focusing on business problems or opportunities? What are the roles needed? What’s the plan?
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  © Prosci. AllRights Reserved. 15 Focus on the Fabric not the Strand Project or Stream 1 Project or Stream 2 Project or Stream 3 Culture Change – the behaviours we need Program of Work Project or Stream 1 Project or Stream 2 Project or Stream 3 Culture Change Program of Work A traditional or common approach An alternative approach
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  © Prosci. AllRights Reserved. 16 Let’s apply: Step 1 – Aspire Standing in the future state: • Think about your strategic direction • What behaviours, standards will be needed to achieve that? • What is it like to work with your organization? • What is it like for customers to deal with your organization? • What is the ‘brand’ you need/want?
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  © Prosci. AllRights Reserved. 17 Let’s apply: Step 2 – Orient Where are you now? • What are the strengths of your current culture? • What is it like to work with your organization? • What is it like for customers to deal with your organization? • What is the ‘brand’ you need/want? What are the gaps between your Aspirational culture and current? Can you sum them up in ‘from/to’ statements? Be specific.
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  © Prosci. AllRights Reserved. 19 Let’s apply: Step 4 – Have we leveraged the success factors?
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  © Prosci. AllRights Reserved. 20 Let’s apply: Step 5 – Plan your next steps from today Prosci’s Best Practice Benchmarking report ‘Cultural Adaptation’ section provides useful insights into working with aspects of culture: • Assertiveness (Australia scores highly) • Individual – Collective continuum (Australia more ‘individualistic’) • Emotional Expression (Australia scores low) • Performance Orientation (Australia scores high) • Power Distribution (Australia scores high) • Uncertainty avoidance (Australia scores high) How can I use that to shape the approach?
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  © Prosci. AllRights Reserved. 21 Most impactful cultural dimensions
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  © Prosci. AllRights Reserved. 22 Let’s apply: Step 5 – Plan your next steps from today • Who do you need to meet with after this session? • Who do you need to get on board? • What recommendations do you need to make? • Do you need to change the approach?
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  © Prosci. AllRights Reserved. 23 Where to find today’s slides Prosci ANZ Company Linkedin Profile Follow us! Prosci ANZ page Like us! Slideshare.net/ProsciANZ Follow us! The link to today’s slides will be posted up on our Social Media pages