1.
Culture

2.
Introductions

3.
Training, facilitation
Leadership development
Instructional Design
Performance Management
Talent Management
Employee Engagement
Talent Strategy
Global Learning,
Development, Recruitment,
etc…
Organization Behaviour
Time/greyhairsonmyhead
Complexity/size of pay check/progress to takeover the world
Culture Strategy
People Leadership
Business Strategy

4.
Culture• What is it?
• Why is it important?
• How is it created?
• How can you shape it?
• How can you use it to grow your team?

5.
Death of HR

6.
The report of my
death was an
exaggeration

7.
What is Culture?

8.
• Umbrella Term
• Party: the vibe, feel, energy of a place
• Memory of the organization
• Shadow
What is Culture?

9.
You can’t control culture.
But you must observe it, and you must be intentional in the decisions that you
know will effect it.

10.
• Umbrella Term
• Party: the vibe, feel, energy of a place
• Memory of the organization
• Shadow
What is Culture?
• Not controllable
• Observable
• Make intentional decisions

11.
Why is Culture important?

12.
Average
performer
High
performer
Productivity at work

13.
Ever work with someone who doesn’t get it?

14.
People are a competitive advantage

15.
High Performers have
options

16.
Finding a job is about
fit

17.
Seller beware Buyer beware
Employer beware Employee beware

18.
So what does this all
mean for you?

19.
Intentional

20.
Why is Culture important?
• People are a competitive advantage
• High performers have their pick of jobs
• Employer beware- employees have more power than ever
• Be intentional about things that affect culture

21.
How is culture created?

22.
Values
Rituals
Stories
Artifacts
Consequences

23.
Values
Rituals
Stories
Artifacts
Consequences

24.
Vision

25.
Values

26.
7 +/- 2
Most important
Selecting Values
Involve others

27.
Values

28.
Values
Rituals
Stories
Artifacts
Consequences

29.
LEADERS “walk the talk”

30.
Onboarding
•Recruitment
•Job descriptions
•Resume screening
•Interviews
•Selection
•Candidate selection
•Offer letters
•Negotiations
•Welcome Kits
•Orientation
•Probation
•Integrations
•First days
Maintenance
•Policies
•Communication
•Intranet
•Goal setting
•Coaching
•Training &
Development
•Performance
Reviews
•Team Building
•Recognition
•Rewards
•Engagement
•Compensation
•Employee relations
Progression
•Performance Plans
and Measurement
•Dismissals
•Succession Planning
•Promotions
•Retirement
What do your rituals say about you?

31.
Values
Rituals
Stories
Artifacts
Consequences

32.
Founding story
How you treat customers
How you treat employees
What you do for fun?
What rituals are most important?
What are people like there?
Who gets rewarded?
Who fits in?
Who gets promoted?
Table of Contents

33.
Values
Rituals
Stories
Artifacts
Consequences

34.
Values
Rituals
Stories
Artifacts
Consequences

35.
1 Observe behaviours
Be objective. Use your professional (not personal) opinions.
Were expectations set for this type of situation? If not, document and share with entire team.
Make sure you document specific examples. Remember to coach for good and bad!
2 Determine cause
Status check. Establish supportive climate.
Communicate your findings. Frame your feedback, tone and gestures.
Solicit their perspective. Listen and show empathy.
3 Communicate Expectations
Review expectations. Provide examples of expected performance.
Explain the impact of their performance. Link it back to the company VALUES
Mutually agree that action is needed.
4 Create plan
Create a plan. Include specific observable measurements.
Offer support. Decide upon consequences & timeline for follow up.
5 Follow up
COACHING FOR PERFORMANCE

36.
How is culture created?
• Vision, values are most important
• Espoused theory vs theory in use
• Rituals, stories reinforce theory in use
• Artifacts – physical environment matters
• Consequences are necessary

37.
How can you shape your culture?

38.
Recognition
🎂

39.
Pick habits  Ritualize

40.
BADgood

41.
. Clarify perspective
. Comprehend values
. Commit to what is most important
. Choose the option that fits best
Communicate your decision clearly and
honestly

42.
Hire carefully

43.
Slowto hire….
..quick to fire!

44.
The Pruning
Moment!
1) Prune healthy buds or branches that are not the best ones.
2) Prune sick branches that are not going to get well.
3) Prune dead branches that are taking up space needed for the
healthy ones to survive.

45.
How can you shape your culture?
• Promote and communicate your vision, values, language regularly
• Create some meaningful rituals
• Celebrate stories that align with your vision
• Use values to make tough decisions
• Make personnel decisions carefully

46.
How can you use culture to grow
your team?

47.
Figure out what
you want
Job Description
Mission for role
Deliverables
Competencies

48.
Resume/experience
Interview:
screening
scorecard
culture
Assessment
References
Multiple
Sources

49.
Interview tips

50.
Don’t give the answer in the question
Prepare in advance-know how to score an answer
Make sure questions are specific
Watch body language
Can you spell that for me?
Look for ‘we’ vs ‘I’, brevity vs ‘stories’
Interview tips

51.
Stereotyping
Inconsistency in questioning
Nonverbal bias
Halo/horn effect
Contrast effect
Similar to me

52.
How can you use culture to grow
your team?
• Begin with the end in mind
• Be open and honest
• Pick fit over skills
• Use multiple information sources
• Avoid biases

53.
Culture• What is it?
• Why is it important?
• How is it created?
• How can you shape it?
• How can you use it to grow your team?