Become the culture change expert in your organisation
Introduction to Culture Change
Presented by Alan Stevenson
Elevate your knowledge of organisational culture
Using relevant models and frameworks, Culture Change Expert Alan Stevenson will demonstrate the link between leadership and organisational culture to help you assess where your organisation sits on the cultural maturity scale.
Understand the link between culture and Leadership
An organisation’s culture is determined by its leaders as they set the tone for what type of culture the team develops. This course will encourage you to reflect on areas within your leadership and how they are benefiting or hindering your culture.
Develop and embed trust within your team
Great teams are built upon trust which only exists in culturally mature organisations. This course explains what trust looks like and how to embed a foundation of trust throughout your team.
Leadership & Culture
Have you got the HS culture in your organisation that you want? Are your leaders unclear or uncertain about the type of HS behaviours that lead to a good HS culture? We can develop and implement programs that improve your HS culture and your HS leadership performance.
Have you got a short-term HS resource issue, either to bridge a gap between recruitment, tackle an urgent project, or supplement your existing team for a specific period? We can provide you with specialist HS resources, that work with a coaching philosophy, to help you tackle your short-term HS resource needs.
Is your existing System too cumbersome or bureaucratic? Have you got repetitive HS issues that you’re struggling to fix? Is Contractor Management a problem that needs to be improved? We can work collaboratively with your team to develop and implement solutions that resolve HS issues, improves performance and increases efficiency.
Frequently Asked Questions
Professor Edgar Schein is someone who has spent his academic life researching and working with organisations on culture. This is one of his definitions:“I define culture as the sum total of everything an organisation has learned in its history in dealing with the external problems, which would be goals, strategy, how we do things, and how it organises itself internally,” which is how we’re going to relate to each other, what kind of hierarchy exists, etc. “These early learnings, if they are successful, become the definition but it’s always something that’s been learned. It’s not something that just can be imposed or that’s just there.”
The short answer is ‘Yes’, however the most senior people in any organisation bear great responsibility in enabling the type of culture they want to create. People will follow their lead, good or bad, and the results will follow.
A recent article published by the Royal Melbourne Institute of technology (RMIT) titled ‘Establishing a positive workplace culture: definition, tips & why it’s important’ includes the following characteristics of a positive workplace culture:
- Purpose-driven company culture
- Effective communication
- A culture of feedback
- Diversity Teamwork
- Engagement and loyalty
- Growth and development
Coaching in organisation and leadership settings is an invaluable tool for developing people across a wide range of needs. The benefits of coaching are many; 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. 86% of companies report that they recouped their investment on coaching and more (source: ICF 2009).
Another highly regarded person on organisational culture is Professor Geert Hofstede, and he shares the following on the importance of workplace culture:
“Organisational Culture is one of the most important factors determining business performance. It dictates how things are done in an organisation, and it can be a powerful force for good or bad. If we imagine an organisation as an engine, Organisational Culture would be the oil for that engine. The right culture can be the reason for the success of your organisational strategy while the wrong culture can lead to poor performance or even complete failure.”
Changing an organisations workplace culture is never a simple, cookie cutter approach. There are models and methods that can be considered and applied but ultimately is relies on the senior leaders in the organisation (all the way to the board) and the level of commitment that they demonstrate. If the senior leadership do not provide the resources, then any desired change will fail.