Culture Transformation
Culture is not a soft, but the hardest topic.
It's the most powerful source which can either take organization to stars,
or destroy like an atom bomb.
Understand, consider and transform carefully.
Culture is like the smell of the place. Hard to define, escape and transform. Yet, if there is a will, there is a way.
Every organization is born with founder(s) beliefs, mindset, values, behaviors and vision... Then outsiders - other people - become a part of the organization. Regardless of the experiences, status, seniorities; all levels collective mind and behaviors shapes and makes the culture. Then it becomes the smell of the place:
Hard to define; because it’s more like a feeling that can be mostly explain by conceptual words. And majority of the world population do not speak conceptual language. Even someone speaks, they mostly struggle to create linkage with their daily reality, or don’t feel comfortable because of not understanding properly.
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Hard to escape; because it’s where we are inseparable; can’t be fully independent in our decisions, actions and even in our mindset. Where we exposed to a culture, to be able to be a part of if, we align and transform with the collective mindset and unwritten rules, values and behavior set - even if they are against our personal believes.
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Hard to transform; because it’s shaped with the big data of the history of a company, and it took so much time with many people’s contributions; it’s hard to trigger a change. Because the big data of the company settles in the DNA of the organization and it’s too hard to change the data and replace with new believes, norms, values.
Sustain Powerful Future with
Culture Transformation
In Culture Transformation Program there are 5 steps on our journey to;
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discover and decode your cultural codes
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define the desired culture of the organization
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determine a prioritized culture transformation execution map
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develop leaders and ambassadors to lead the transformation successfully and create a bridge between leaders and people from all levels
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sustain continuous communication with all levels to promote transformation
1. Discover
the Culture DNA and Transformation Need
First of all, we understand real need for culture definition or transformation - organization structure: size, merger & acquisition, or theme: collaboration, agility, efficiency, digital maturity, etc. - Both internal and external stakeholders are taken into consideration. Then the culture DNA is deccoded The methods are diversified and blended with quantitative methods and qualitative methods.
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Document Analysis,
Survey Results (GPTW and others)
1:1 and Group interviews,
2. Dream
the Desired Culture Workshops
We design and facilitate the Desired Culture workshop with all levels inclusion. The inclusion level is customly decided based on the need of organization. During these workshops we dream desired and current culture elements mindset (core believes, values), way of working (behaviors, habits), how they are shaped with operations (processes, procedures, technological tools) and how they serve for the purpose, vision and strategies and corporate agenda.
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Workshop Facilitations
3. Design
the Transformation Journey
Based on the outcomes of Discover and Design phases, culture elements are defined and designed based on the program scope. Also transformation journey is designed based on William Bridges Transition Model based on the three phases of transformation. Change-Transition-Transformation. For each phase initiatives, actions, focus points are determined with Culture Execution Map with RACI, KPIs and deadlines. Also communication activities are designed and planned to ensure collective perception about culture
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Execution Map Workshops
Communication Design and Plan
4. Deploy
the Culture Execution Map with Communication
Once everything gets crystal clear on the prioritized Culture Transformation Journey Execution Map, all initiatives and actions will be on implemented with progress report and continuous communication initiatives to keep the culture alive on the organization agenda. Collective Minds is not just help you to define them, but also shows you the ways to establish a system where you follow, monitor, measure all your efforts.
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Transformation Progress Report
Communication Activities
5. Develop
Leaders and Ambassadors of Culture Transformation
Leadership teams will have a training program to learn the attributes of culture, define the culture style of organization, leadership roles and styles and to learn how to lead culture transformation. Besides, ambassadors will be selected and trained to be able to be the bridge between leadership and people to sustain two way and continious communication.
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Leading Culture Training
Culture Ambassador Training
If you need further information and request a meeting:
Culture
Playbook
Great Company Inc.
Define and Design Your Culture Elements in
Culture Playbook
We convert the culture elements into a culture playbook that all people in the organization would know how to be the part of a greater good of culture.
In culture playbook there are also some tips, hints, questionnaires, self notes areas that employees can reflect on him/herself about his/her presence and his/her contribution in the defined culture.
Some definitions of culture codes that can be the content of your Culture Playbook
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Charmain / CEO Foreword
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Purpose
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Values and Behaviors, Red Flags
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Manifesto
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Vision
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Organization Structure
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Core Purpose, Roles and Responsibilities of Departments
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Way of Working (Philosophy, Mindset, Behavior Set, Priorities)
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Collaboration Map in-between Departments / Business Units
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Employee Profile and Characteristics
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Performance Culture and System (in brief)
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Organizational Learning Practices on Organization, Team, and Individual Levels
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Personal Growth, Career, Promotion
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Communication Culture and Channels for Transparency, Accuracy and Truths
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Core / Important Procedures
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Glossary of Terms
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Contact Informations