3. Why are we here?
introduction a corporate culture Case study conclusionsa constructive culture
4. Why are we here?
“ The end goal of all software development processes are:
creating software that works as intended, is on time,
within budget and can be maintained. “
Yusuf Arslan
But which development approach is the best?
introduction a corporate culture Case study conclusionsa constructive culture
5. Why are we here?
Yusuf Arslan
introduction a corporate culture Case study conclusionsa constructive culture
6. Why are we here?
Yusuf Arslan
introduction a corporate culture Case study conclusionsa constructive culture
8. What a corporate culture is ?
“Culture is how organizations ‘do things’.” —
Robbie Katanga
Culture is consistent, observable patterns of behavior in organizations.
Aristotle said: “We are what we repeatedly do.”
introduction a corporate culture Case study conclusionsa constructive culture
9. What a corporate culture is ?
“Organizational culture is the sum of values and
rituals which serve as ‘glue’ to integrate the members
of the organization.” — Richard Perrin
Culture is a carrier of meaning. Cultures provide not only a shared view
of “what is” but also of “why is.”
introduction a corporate culture Case study conclusionsa constructive culture
10. What a corporate culture is ?
“Culture is the organization’s immune system.” —
Michael Watkins
Culture is a form of protection that has evolved from situational
pressures. It prevents “wrong thinking” and “wrong people” from entering
the organization in the first place.
introduction a corporate culture Case study conclusionsa constructive culture
11. Is that even important?
leaders believe their culture is a source
of competitive advantage68%
Believe it is changeable and 65%
believe they *need* to change it76%
Believe that an org that lacks a high
performance culture is doomed to
mediocrity
81%
… but only fewer than 10% succeed in
building one10%
68%
76%
81%
introduction a corporate culture Case study conclusionsa constructive culture
12. Heart and Soul
src: http://www.bain.com/
introduction a corporate culture Case study conclusionsa constructive culture
13. The February Revolution
src: http://blog.crisp.se/2013/02/12/henrikkniberg/how-to-build-the-right-thing
introduction a corporate culture Case study conclusionsa constructive culture
15. Five Steps
Set expectations
Align the leadership team
Focus the organization on delivering the agenda
Manage the culture by managing the drivers of culture
Communicate and celebrate
introduction a corporate culture Case study conclusionsa constructive culture
18. Constructive Culture
If failed ( by any reason ) to build a winning culture…
… foster a Constructive Culture.
In constructive cultures people are encouraged to be in
communication with their co-workers, and work as teams, rather
than only as individuals. In positions where people do a complex
job, rather than something simple like a mechanic one, this culture
is efficient. (src: Wikipedia)
introduction a corporate culture Case study conclusionsa constructive culture
20. CONCLUSIONS
Senior executives tend to think about corporate culture as a
topic that’s hard to measure and hard to change. As a result,
many choose not to invest in it despite all the evidence that,
when skillfully managed, culture can be a powerful and
enduring source of competitive advantage.
Some leadership teams attempt to create culture by acting as
wordsmiths, spending untold hours carefully crafting vision,
mission and values statements. That’s unfortunate, because in
the end culture is not created by words plastered on the wall or
carried around on laminated cards, but rather culture is defined
by actions on the ground.
Executed well, culture change programs not only deliver better
bottom-line results, but also provide a more fulfilling
environment for employees. And for many executives, leading
a successful culture-change program is the most rewarding
work of their career, because doing so allows them to integrate
the human factors that matter to everyone with business
concerns.
introduction a corporate culture Case study conclusionsa constructive culture
21. References
1. https://www.linkedin.com/groups/What-is-organizational-culture-How-
3044917.S.236735536
2. Bain & Company: Building a winning culture – by Paul Rogers, Paul Meehan
and Scott Turner
3. Creating and Sustaining a Winning Culture - by Paul Meehan, Darrell Rigby,
and Paul Rogers (Harvard Business Review)
4. http://blogs.hbr.org/2013/12/the-definitive-elements-of-a-winning-culture/
5. http://blogs.hbr.org/2013/12/a-winning-culture-keeps-score/
6. http://blogs.hbr.org/2008/02/creating-and-sustaining-a-winn-1/
7. http://www.slideshare.net/johnspence/creating-a-winning-culture-riveron-
13413512
8. http://www.reliableplant.com/Read/9821/corporate-culture
9. http://blogs.hbr.org/2012/01/three-steps-to-a-high-performa/
10.http://yusufarslan.net/agile-and-scrum-really-better-waterfall
introduction a corporate culture Case study conclusionsa constructive culture
This view elevates repeated behavior or habits as the core of culture and deemphasizes what people feel, think or believe. It also focuses our attention on the forces that shape behavior in organizations, and so highlights an important question: are all those forces (including structure, processes, and incentives) “culture” or is culture simply the behavioral outputs?
In this view, culture is about “the story” in which people in the organization are embedded, and the values and rituals that reinforce that narrative. It also focuses attention on the importance of symbols and the need to understand them — including the idiosyncratic languages used in organizations — in order to understand culture.
