Organizations can struggle to make use of its employee's talent and creativity. The culture of an organization acts as a lens through which we can examine whether an organization is set up support or hinder innovation, creativity, and collaboration.

1. Building Creative,
Collaborative Cultures @ADAMCONNOR |ADAM CONNOR | VP ORGANIZATIONAL DESIGN & TRAINING

6. Talent + Ideas != Success

7. Culture

8. Culture
of innovation
of creativity
of empathy
of design (thinking)
of collaboration
of learning

11. Organizational Culture
The shared set of beliefs that direct and influence how
members of the organization behave and interact.

16. Your organization already has a
culture.

17. “An organization’s ability to take
advantage of design talent and
creative ideas is directly proportional
to its culture’s support or hinderance
of the conditions needed for them
to flourish.”
Adam Connor
The Good Looking Gentleman Currently Speaking

18. “A bad system will beat a good
person every time.”
W. Edwards Demming
Engineer, Professor, Author

19. 1. Everyone is part of the creative process.
2. Collaboration does not negate the need for
leadership and vision.
3. Before working together to solve a problem we must
work together to understand it.
4. Learning is part of the process.
5 Beliefs of Collaborative, Creative Organizations
5. The process never ends.
of
many

20. How do we change an
organization’s culture?

21. Understand the 3 systems.

22. Rational / Formal System

23. Natural / Adaptive System

24. Open System

25. Learn how to “find”
organizational culture.
http://www.graysharbortalk.com/2014/11/04/find-bigfoot-sasquatch-summit/

26. Beliefs

27. Values
Beliefs

28. Values
BeliefsBehaviors

29. Values
BeliefsBehaviors
Rituals

30. Values
BeliefsBehaviors
Rituals
Artifacts

31. Values
BeliefsBehaviors
Rituals
Artifacts

32. Organizational
Culture
Structure & Roles
Policies & Processes
Communication & Language
Tools & Materials
Skills & Knowledge
Physical Environment
Incentives & Metrics

33. Structure & Roles
Tools & Materials
Skills & Knowledge
Communication & LanguagePhysical Environment
Policies & Processes Incentives & Metrics

34. Structure & Roles
Tools & Materials
Skills & Knowledge
Communication & LanguagePhysical Environment
Policies & Processes Incentives & Metrics

35. Structure & Roles
Tools & Materials
Skills & Knowledge
Communication & LanguagePhysical Environment
Policies & Processes Incentives & Metrics

36. Structure & Roles
Tools & Materials
Skills & Knowledge
Communication & LanguagePhysical Environment
Policies & Processes Incentives & Metrics

37. Understand your influence.
http://www.smithsonianmag.com/smart-news/just-twenty-nine-dominoes-could-knock-down-the-empire-state-building-2232941/

39. Direct Influence

40. Indirect / Partial Influence

41. Viral Influence

42. No matter what your position is, you
have the ability to influence the
culture around you.
The simplest way to begin is to look for opportunities to
build trust and ask questions.

43. Infuse empathy.

44. Design Business Development

45. Use the design process.
http://www.carynvainio.com/

46. Envision
Understand
the future culture you intend to change towards.
your current organizational culture.

47. Dave Gray & Alex Osterwalder, http://xplaner.com/culturemap/
Culture Maps Journey Maps
Tools for Discussing Beliefs & Behaviors

48. Envision
Identify
Understand
the future culture you intend to change towards.
your current organizational culture.
the opportunities and challenges between the two.

49. Capability
Motivation
Opportunity
Behavior
COM-B Model
Susan Mitchie et al (2011)

50. Skills & Knowledge
Communication & Language
Tools
Capability
Motivation
Opportunity
Behavior
Tools
Physical Environment
Policies & Processes
Structure & Roles
Incentives & Metrics
Structure & Roles
COM-B Model
Susan Mitchie et al (2011)

51. I’m supposed to
I should
vs

52. Pre-
contemplation
Contemplation
Preparation
Action
Maintenance
Relapse
Upward
Spiral
States of Change
AKA: Transtheoretical
Model of Change

53. Envision
Identify
Understand
the future culture you intend to change towards.
your current organizational culture.
the opportunities and challenges between the two.
Select
Analyze
Generate
and implement some of those ideas.
ideas for potential changes to process, structure, roles, etc.
and critique your implementation and it’s effect.

54. Intentional culture change requires
persistence, adaptation, and iteration.

55. Talent + Ideas != Success

56. Talent + Ideas = Success+ Culture

57. “If we want to put our organizations
in positions where they can make
the most of their employees’ talent
and ideas, we must make a
conscious, focused effort to provide
a culture that supports those beliefs
and behaviors.”
Adam Connor
That Same Handsome Gent Again

58. ThankYou!Adam Connor
VP Organizational Design & Training
@adamconnor
aconnor@madpow.com
madpow.com
Boston, MA & Portsmouth, NH
Discussing Design: Improving Communication
And Collaboration Through Critique
Available from O’Reilly Publishing and on Amazon
Slides available at: slideshare.com/adamconnor