Kevin K.’s Post

Culture is the business imperative of our time. It’s culture that can accelerate organizations towards their vision; or derail them. Yet it isn't what it used to be – culture change itself is broken. Businesses need a mindset shift to start embracing the era of culture innovation, writes Chris Holmes, Managing Partner, Culture Innovation: https://hubs.li/Q02kvDy20 Organizations with a strong culture are 32% more likely to exceed financial targets (Deloitte) but businesses are still treating it as a project with a start and end date, rather than something that needs to continually evolve and innovate. #Culture change is broken. It's time for culture innovation. Find out more: https://hubs.li/Q02kvv6w0 #purposepowersprogress #cultureinnovation #culturechange

Stop thinking of Culture as an iceberg. ❌ 🧊 Icebergs are mostly unobservable, adrift and slowly getting smaller. It's a strong metaphor and has been been adapted by various management consultants for their particular vision and approach but it’s just as easily misconstrued. The one pictured is modeled on Edgar H. Schein’s initial description of culture. An influential organizational psychologist, he often supported organizations on their cultural transformation. The 3 elements of his iceberg model are: 1️⃣ Artefacts: visible elements like technology, language, and behavior. While external signs are apparent, the emotional and cognitive aspects of these artifacts remain subtly influential and challenging to discern. 2️⃣ Collective values: these are shaped by behavior and norms, influencing employees' actions, not necessarily the ones one the company website. They direct the overall behavior within the organization. 3️⃣ Assumptions:The deepest layer consists of enduring principles governing environmental relationships, human actions, and perceptions. These unconscious principles significantly impact behavior, either inhibiting development or addressing cultural pain points. I’ve also seen alternative models including “mission”, “needs”, “work ethic”, “expectations” and a number of other work-related concepts. Schein’s model, while robust at first glance is much too static to describe an organization’s culture journey. Values can be visible to external and internal stakeholders once they are defined, adopted and decision-making at every level is anchored within them. Assumptions themselves, as well as all the interactions that cascade from them, can evolve alongside the org culture: ⛰️If it’s designed for monolithic decision-making then we can assume people’s assumptions and interactions are as optimistic as the decisions give them reason to be 🌄If the culture is built on a positive purpose and upheld values, decisions align with that purpose, and people's engagement in achieving positive change is clear then their assumptions and interactions are grounded in the org succeeding Imagining your organization as an iceberg invites opacity and inflexibility. Change the narrative and see your culture as the living organism it is. 🌱 #organizationalculture #culturaltransformation #culturechange

Have you heard this phrase, "But, it's always been done this way?" This phrase gives me the heebie jeebies. That's company culture at work. And innovation begins with culture. I heard this so many times in my years starting an innovation team in a company that was over a century old. I learned quickly that innovation wasn’t about the ideas, but rather about the culture. Culture does not transform overnight, but you can take small steps today to make an impact tomorrow. I found that there are 3P’s to a culture of mindful innovation—Purpose, Practicality, and Participation. Great news! You can find out which P you should start working on tomorrow by taking this 5-minute assessment. Each assessment comes with a free report that will give you actionable next steps to create a transformational shift in your company culture. https://lnkd.in/e33PMvbS

Who is NOT going through a restructure/transformation/change process at the moment?! What gets left behind in most restructures or transformations is not just the impact on culture, but the power of culture to supercharge your restructure. Get clear on what you want the new #culture to be, talk about it, and use that energy to drive the change. Just follow Liz Kearins' guide below to make a start! #transformation #performancecultures #culturechange

It seems everyone's talking about culture change or transformation. Whether implicit or explicit, if your organisational strategy means changing the way you work, you're seeking to change your culture. But exactly what is the culture you aspire to create? That's where a culture vision can be helpful. A culture vision is a vivid, emotionally-inspiring picture of the organisational culture you aspire to create. Rather than a short, snappy vision statement, this is a 3-5 paragraph narrative description you can share about where you are going and what is expected. It needs to capture your organisation at it's natural best and the aspirational values and behaviours you need to develop to realise your vision and strategy. Crafting your culture vision is an iterative process, best done with a group to capture different perspectives. The drafting process is as useful as the final product. It helps create alignment and engagement. Here's the five-step process: 01 | Imagine the organisation you aspire to create.  Consider all the elements of culture and performance you seek to achieve. 02 | In your mind, paint a vivid picture of that future organisation.   What are people saying, doing, prioritising and measuring?  What gets rewarded (and what's not tolerated)? What values drive behaviour? 03 | How do people feel in that organisation?   What’s emotionally inspiring about working there? 04 | Jot down thoughts as they come to mind. Now, working in groups of 3-4, draft a 3-5 paragraph narrative description of that future organisation. Use conversational language. 05 | Review your culture vision statements - combine, refine and fine tune to create a final version. Now check. Does it paint a vivid, emotionally inspiring picture of the future to which you aspire? Does it align with your values and strategy? If so, it’s time to share it and live it. Every day. How could a culture vision help your organisation? #culture #culturechange #culturetransformation #vision #performanceculture

🚀 Shaping Business DNA! 🌐 Culture isn't just a buzzword—it's your business’ personality! 💼✨ Successful companies know it's more than logos and straplines; it's about shaping a distinctive brand culture that sets you apart. Brand culture, a fusion of beliefs and values, isn't just an internal affair; it influences customer’s behaviour. So your most valuable assets are your people! 🌟 Cultivate a workplace where they're seen, heard, and valued—they become the storytellers of your success. But transforming company culture is a journey, not a sprint. From a neuroscience perspective, it takes 21 days to create new neural pathways, 44 days to build those muscles, and 66 days to embed the culture. Remember, 66 days is for an individual; but businesses run on the collective effort of many. So change can take years, and it's about aligning attitudes and behaviours for real, lasting impact. Let's shape cultures that stand out, inspire, and contribute to a vibrant business ecosystem! 🌈 #CorporateCulture #LeadershipDNA #CultureShift #YourCultureIsYourBrand #NeuralPathways #ChangeTakesTime #CollectiveEffort

"Culture is the new operating system for businesses of the future." - Satya Nadella, CEO, Microsoft. But just like any other OS — how we work with organizational culture needs to be upgraded. 🚫 And yesterday's approaches to inspiring, defending and scaling positive culture change have proven broadly ineffective (70% fail - McKinsey & Company; 75% deliver poor value and take 2x as long and 2x the money as well - IBM; 25% are successful over the long-term - Forbes). 🚢 They're one-size-fits-all, cumbersome and slow. You need the agility of a speedboat, not an oil tanker. 📈 And yet, those that succeed drive 21% greater profitability (Gallup), 32% better performance (Deloitte) and appeal to the 77% of people who use culture as a decision factor in job applications. 🔥 That's why at Brandpie we've created IGNITE - an agile, pragmatic, effective way to drive innovation in your culture. Using our proprietary VYTALS platform to gain live insight from literally 00s of employees in order to identify the issues that are hindering what your culture can achieve — and then, just as importantly, rapidly deploy interventions to drive real operational and behavioral changes. And then scale the ones that are working best. It's a bottom-up, data-driven, #employeeexperience oriented and FAST approach that drives tangible results and ROI. Find out more here - https://lnkd.in/gjxW3ihM Let's have a conversation.

I first started studying organizational culture back when we started DesignThinkers Group USA. I became fascinated by how my colleague, Arne van Oosterom, had built DesignThinkers Group into a global network. I was also fascinated by Dave Gray's work on culture mapping (check out his excellent 2015 Medium articles on the subject). As we built our team in the USA, one of the key moments was when we sat down to think about what kind of company we wanted to build. I recall distinctly deciding not to build a traditional, partner-associate model consulting company. Rather, we were going to build a federation of independent consultants similar to the global DTG. We drafted a short, concise set of values back then, and when we embarked on our journey to become reshift we revisited those values, built upon them and developed a manifesto (HT to Ezequiel Williams and Cecilia Rivera for their work on the reshift manifesto). That manifesto was a strong foundation for our vision and strategy work. It rings 100% true to who we are at reshift. It was a touchstone in our brand development process as well. The point is, it takes a concerted effort to define real, meaningful values for your organization. It's not about inspirational posters in your boardroom. It's also not as simple as six or seven pithy phrases that can can apply to any organization. Your values have to represent who your team really IS, how people actually BEHAVE, how you make DECISIONS, how you PRESENT to the outside world, and, importantly, points also to the things you are NOT, those things that are not cool or socially accepted in your culture. Critically, I think your values should also be something that propels the team forward, a high standard to which people strive to hold themselves and others. Values then become the core of your organizational culture. And, we all know how culture likes to eat strategy for breakfast - get your values right, set your vision and THEN you'll have the solid foundation to build an effective strategy. I'd love to hear your thoughts about values. How does your organization develop and use value statements or a manifesto? Do you even know what your organization's values are? #CorporateValues #Values #BigChange #StrategicPlanning #Innovation Manfred Gollent, Steven Bosak Cheryl Farr

🚀 Why Culture Eats Digital Transformation for Breakfast "Culture" isn't just a buzzword; it's the operating system of your organization. And here’s the kicker: most digital transformations fail not because of technology, but because of culture. Let's dissect this, shall we? First, resistance to change. Humans are creatures of habit. If you’re introducing new digital tools or platforms there’s going to be some pushback. It's not the tech that's at fault—it's the natural human tendency to stick to the familiar. And with good reason: doing what’s familiar is incredibly efficient — at least in the moment. The irony? Organizations champion innovation but often harbor a culture allergic to the changes and short-term discomfort necessary for innovation to take root. Then, there's the silo mentality. Departments guard turf like feudal lords because they are used to fighting over budget and other resources — including glory. So genuine collaboration is not a muscle that get’s a lot of exercise. Unfortunately, when information and resources are hoarded, digital transformation initiatives stumble in the dark, unable to leverage the full strength of the organization's institutional knowledge and other assets. So, what's the solution? Empathy, education, and empowerment. Cultivate a culture that empathizes with the fear and discomfort change brings. Educate your team not just on the 'how' but also the 'why' of digital tools. Empower them to be part of the transformation journey. Remember, culture doesn't change because you introduced a new platform or tool. It changes when people understand the value and feel they're a part of something bigger than themselves. Digital transformation is as much about changing mindsets as it is about changing technology. Get the culture right, and the technology will follow. Your culture doesn’t need to be a reason to stall. Instead, you can make it your launchpad. #DigitalTransformation #CorporateCulture #Leadership #Innovation

"Culture is the new operating system for businesses of the future." - Satya Nadella, CEO, Microsoft. But just like any other OS — how we work with organizational culture needs to be upgraded. 🚫 And yesterday's approaches to inspiring, defending and scaling positive culture change have proven broadly ineffective (70% fail - McKinsey & Company; 75% deliver poor value and take 2x as long and 2x the money as well - IBM; 25% are successful over the long-term - Forbes). 🚢 They're one-size-fits-all, cumbersome and slow. You need the agility of a speedboat, not an oil tanker. 📈 And yet, those that succeed drive 21% greater profitability (Gallup), 32% better performance (Deloitte) and appeal to the 77% of people who use culture as a decision factor in job applications. 🔥 That's why at Brandpie we've created IGNITE - an agile, pragmatic, effective way to drive innovation in your culture. Using our proprietary VYTALS platform to gain live insight from literally 00s of employees in order to identify the issues that are hindering what your culture can achieve — and then, just as importantly, rapidly deploy interventions to drive real operational and behavioral changes. And then scale the ones that are working best. It's a bottom-up, data-driven, #employeeexperience oriented and FAST approach that drives tangible results and ROI. Find out more here - https://lnkd.in/gRtGKd-D Let's have a conversation.