All organizations that consider implementing Office 365 face the challenge of how to use O365 to its full potential. Experience has shown that one single implementation approach is often not optimal because of the many differences in collaboration cultures and organizational structures within companies. ‘The Left Dimension’ is a collaboration culture survey developed by Spikes that helps to understand these differences. The survey helps organizations to define a diversified implementation approach, change management & communication strategy that fits the end-users needs and make the implementation of Office 365 a success.
6. “Humanity will change more in the next 20
years, than in the previous 300.” -Gerd Leonhard
“We will never evolve as slowly anymore as
today.” -Piet Zwart
Change
11. We deliver new digital collaboration cultures to
make organizations more customer-centric.
We connect people and teams with culture,
processes and technologies.
17. Organizational Structure 2/2 - Quinn
Teams | Shared values & goals | Commitment |
Empowerment | Human development |
Participation| Leaders as Mentors | Loyalty
Collaborate
Control
Conservative | Careful decisions | Eliminate
errors | Consistency & reliability | Efficiency |
Routines | Organizers & administrators | Rules
Innovative initiatives | Change & risk | Freedom
of thought | Dynamic task forces | Foster
entrepreneurship | Flexibility & Adaptability
Create
Compete
Move fast, & play to win | Monitor the market
| Deliver shareholder value | Achieving goals |
Leaders are hard-driving & directive
18. How would you rate
your organizational
structure?
http://tinyurl.com/mf62fwj
https://i.engage.ms/spikespulse/BIWUG-2803
19. Organizational Structure - Quinn
Teams | Shared values & goals | Commitment |
Empowerment | Human development |
Participation| Leaders as Mentors | Loyalty
Collaborate
Control
Conservative | Careful decisions | Eliminate
errors | Consistency & reliability | Efficiency |
Routines | Organizers & administrators | Rules
Innovative initiatives | Change & risk | Freedom
of thought | Dynamic task forces | Foster
entrepreneurship | Flexibility & Adaptability
Create
Compete
Move fast, & play to win | Monitor the market
| Deliver shareholder value | Achieving goals |
Leaders are hard-driving & directive
20. Collaboration Culture 1/2 - The Collaboration Breakthrough
Collaboration Workplace
Open Workplace
Paternalistic Workplace
Defensive Workplace
Paternalistic Workplace
• Top-Down communication
• “We only talk about the good things”
• Leadership makes decisions
• Firmly hierarchical
• Healthy conflict is discouraged
Defensive Workplace
• Mission, vision & values not defined
• No focus & a lot of confusion
• Employees rarely meet with supervisors
• Limited/no information
21. Collaboration Culture 2/2 - The Collaboration Breakthrough
Collaboration Workplace
Open Workplace
Paternalistic Workplace
Defensive Workplace
Collaboration Workplace
• Common purpose
• Open & respectful conversations
• Commitment
• Simple tools
• Opportunities to innovate, learn & grow
• Complete trust & confidence
Open Workplace
• Flat structure
• “We have nothing to hide!”
• Problems & ideas shared freely
• open disagreement is encouraged
• Information flows everywhere
• Chaotic & Stressful
22. How would you rate
your collaboration
culture?
http://tinyurl.com/mf62fwj
https://i.engage.ms/spikespulse/BIWUG-2803
23. Collaboration Culture - The Collaboration Breakthrough
Collaboration Workplace
• Common purpose
• Open & respectful conversations
• Commitment
• Simple tools
• Opportunities to innovate, learn & grow
• Complete trust & confidence
Open Workplace
• Flat structure
• “We have nothing to hide!”
• Problems & ideas shared freely
• open disagreement is encouraged
• Information flows everywhere
• Chaotic & Stressful
Paternalistic Workplace
• Top-Down communication
• “We only talk about the good things”
• Leadership makes decisions
• Firmly hierarchical
• Healthy conflict is discouraged
Defensive Workplace
• Mission, vision & values not defined
• No focus & a lot of confusion
• Employees rarely meet with supervisors
• Limited/no information
28. Scenario Tools
Ask something don’t know who to ask FAQ
Where should I put and share documents? Library (secure)
Provide a note of congratulations/ praise Employee i/t picture
Make an organizational announcement SP Newscarrousel
Remind the team of an important deadline Outlook Calendar
1. Paternalistic culture & Hierarchical structure
Solution variants
29. 1. Paternalistic culture & Hierarchical structure
Communication and change management style
Change Management Style
Clearly defined rules
in a change plan
Communication Style
Top-down
Only the positive side of
change is communicated
Procedures define the
communication style
Detailed documentation
& Manuals distributed
top-down
Classroom training
No interactivity or
participative learning
Metrics system to
measure efficiency
Self-learning organization
by train-the-trainer
Choices are made at the top
30. Defensive
Adhocracy
Clan
Market
Hierarchical
Market | Compete
Move fast, & play to win | Monitor the market
| Deliver shareholder value | Achieving goals |
Leaders are hard-driving & directive
Collaborative
Open
Paternalistic
Open
Flat structure | “We have nothing to hide!” |
Problems & ideas shared freely | Open
disagreement | Information flows everywhere
2. Open culture & Market structure
32. Scenario Tools
Ask something don’t know who to ask Yammer
Where should I put and share documents? Teams
Provide a note of congratulations/ praise Yammer
Make an organizational announcement SP Newsblog
Remind the team of an important deadline Groups Calendar
2. Open culture & Market structure
Solution variants
33. 2. Open culture & Market structure
Communication and change management style
Official communication
by top managers
Emphasize competitive
advantages of change
Open communication
New information
everywhere Interactive workshops
Target focused
Renomated trainers
Give competitive advantage
Metrics to measure
added customer value
Change Management StyleCommunication Style
share ideas and
participate in discussions
34. Defensive
Adhocracy
Clan
Market
Hierarchical
Adhocracy | Create
Innovate | change & risk | Freedom of thought
| Learning from mistakes | Entrepreneurs &
visionaries | Not afraid of uncertainty
Collaborative
Open
Paternalistic
Collaborative
Common purpose | Open & respectful
conversations | Commitment | Simple tools |
Opportunities to innovate, learn & grow |
Complete trust & confidence
3. Collaborative culture & Adhocracy structure
36. Scenario Tools
Ask something don’t know who to ask Yammer
Where should I put and share documents? Groups
Provide a note of congratulations/ praise Yammer
Make an organizational announcement Yammer
Remind the team of an important deadline Groups Calendar
3. Collaborative culture & Adhocracy structure
Solution variants
37. 3. Collaborative culture & Adhocracy structure
Communication and change management style
Ad hoc communication
Focus on the future
Open communication
between colleagues
Ad hoc learning
groups
Interactive workshops
& webinars
Learning on the job
Develop a self-learning
organization by learning
from colleagues
Change Management StyleCommunication Style
Creativity & entrepreneurship
are encouraged
Constructive feedback Decentralized
decision-making