5. A set of shared beliefs, values and
practices
The behaviours we want every
team member to exhibit
Intangible, yet critical
6. 1. How we do things around here
2. What’s expected of us
3. What we expect of each other
7.
8. Affects our enjoyment of work
Affects our performance and
effectiveness
Greater chance of success
If we’re aligned on ‘how we do things around here’,
‘what is expected of us’ and ‘what we expect of
each other’, we’re more likely to be successful
9.
10. Culture will evolve regardless
We have the chance to create
the culture we want
11.
12. WE BELIEVE EVERYONE WANTS TO
BE SUCCESSFUL, AND
BE PART OF SOMETHING
SUCCESSFUL.
WE ALSO WANT TO SHARE IN
EACH OTHER’S SUCCESS.
13. WE WANT TO CREATE AN ENVIRONMENT THAT
ENABLES EVERYONE TO
PERFORM AT THEIR BEST, AND
THAT ATTRACTS AND
RETAINS THE BEST OF THE BEST.
14.
15.
16. TO BUILD A WORLD’S-
BEST CULTURE, WE MUST
FOCUS ON INITIATIVES THAT WILL
ATTRACT, RETAIN & MAXIMISE
THE BEST OF THE BEST.
19. PRACTICE PRINCIPLES
Respect
Presume best intentions
Focus on each other’s strengths
Seek first to understand, then to be understood
Make each other look good
Authentic success
Ubuntu
Liberating people’s lifestyles
20.
21. To promote an environment that
enshrines and encourages the
actions and habits we all agree that
will enable everyone to perform at
their best, we propose…
23. To perform at our best, team members
require several commitments from the
Partners; we in turn commit to achieving
certain outcomes.
…where have I heard that before?
31. 3a) Create a better physical
work / recharge environment
> Redevelop lunch room area
(by Christmas)
> Hot desk / hot office
32. 3b) Create a better work /
life balance
Flexible hours: can start early and finish early, or
start late and finish late, in certain circumstances
(approved by Manager in advance)
> Pick up kids from school, meet a tradesman,
etc
> Formalising existing policy
33. ‘Fuel your future’ launch gift
$50 fuel card
OR
$50 coffee card @Degani’s
34.
35.
36. NEXT STEPS
Volunteers for Subcultures (3-4 for each)
> Lists on notice board in tea room
Commitment statement
> Get your Commitment Statement signed by
the Partners
Choose your fuel
> Complete and return form to Georgie
Editor's Notes
The Partners wanted to address the elephant in the room – that for various reasons, the vibe around the place hasn’t been as great as it has been.
We’ve also had a pretty high turnover of team members over the last 12 months.
And there are the usual challenges of a small firm that is growing up in a hurry.
The Partners have noted this is an area we need to address, so they set up the Cultural Redevelopment Project.
The next question we faced was – what is culture?
It’s a hard one to answer, as it’s intangible and invisible – but it exists, and you can feel it.
We’ve defined culture as…
The Culture Project has focused on three areas:
Culture happens… whether you like it or not.
We can let it evolve naturally… or we can get involved and work at it, and develop the type of culture we want (with the support of the Partners).
We have Not focused on those that might abuse initiatives we try to implement.
We want to be WORLD’S BEST PRACTICE
We have looked at examples from
LinkedIn
Netflix
Hubspot
Major accounting firms
Richard Branson
Everything has been on the table
Out-there examples include…
The overall culture of the firm will be driven by several ongoing working parties, or ‘sub cultures’
The overall culture of the firm will be driven by several ongoing working parties, or ‘sub cultures’
