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Workplace Culture

Lachlan Hardy
November 08, 2017

Workplace Culture

The Workplace Culture session that Elle Meredith and I led at Web Directions Culture in November 2017.

Lachlan Hardy

November 08, 2017
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  1. Elle and I are not HR professionals. We're so ware

    engineers who've led teams and organisations. We consult to teams and organisations about leadership and practice.
  2. Diversity The state of having people in a group who

    differ along race, gender, sexuality, age, disability, religion, class, caregiver status, language, etc.
  3. Inclusion In a diverse group, everyone feels equally included, respected,

    and powerful Image credit: http://www.inclusionworks.com.au
  4. Culture The set of values, beliefs, shared a itudes, goals,

    conventions, and practices that characterises a group
  5. Workplace culture The set of values, beliefs, shared a itudes,

    goals, conventions, and practices that characterises an institution or organisation
  6. Layers of culture Who we are: how we define ourselves

    and our values What we believe in: spoken or unspoken beliefs Our capabilities: skills and abilities present What we do: accepted norms of behaviour, dress code, how we get work done Our environment: external forces, rewards systems, regulation
  7. Culture impacts everything Retention, teamwork, creativity, motivation, productivity, pride, performance,

    profit, satisfaction, innovation, hiring, customers, engagement, marketing, quality, collaboration, brand, community, trust, everything.
  8. Signs of unhealthy culture • People wait to be told

    what to do • People spend a lot of time wordsmithing messages for senior management • People agree in meetings but complain outside them • New policies are implemented whenever something goes wrong • Staff demographics are homogeneous • People are not willing to take risks or offer new ideas • Customers complain about service • People are not clear of what is expected of them • Learning and development are not a priority • There is li le consistency in how work gets done
  9. Table discussion: 10min • People wait to be told what

    to do • People spend a lot of time wordsmithing messages for senior management • People agree in meetings but complain outside them • New policies are implemented whenever something goes wrong • Staff demographics are homogeneous • People are not willing to take risks or offer new ideas • Customers complain about service • People are not clear of what is expected of them • Learning and development are not a priority • There is li le consistency in how work gets done
  10. Healthy culture How cultural diversity can be good for business,

    Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
  11. Psychological safety • An emotionally secure work environment where people

    bring their whole selves to work • People trust each other • Don’t blame people for mistakes How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business ⛑
  12. Gradual iterative improvement • Processes are improved to deliver long

    term benefits rather than focus on short term results • Change is expected. As are mistakes • "Learn fast, learn o en" How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
  13. Good communication • Discussions are be er than assumptions •

    Clear expectations are defined then adjusted as necessary • Feedback is not just welcomed, but sought out • Diverse perspectives are actively engaged with How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
  14. Life is larger than work • Flexibility in when and

    where work is done • Engagement and support for employee and customer communities How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
  15. Shared values • Clearly stated goals and values that all

    staff share • Common sense requires commonality • Efforts are targeted at meaningful goals How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
  16. Learning and progression • Clear career paths and role definitions

    • Constant learning is integral to how work is done How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
  17. Table discussion: 10min • Psychological safety • Gradual iterative improvement

    • Good communication • Life is larger than work • Shared values • Learning and progression How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
  18. Group discussion How cultural diversity can be good for business,

    Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
  19. Four qualities • Perspective taking • Staying out of judgement

    • Recognising emotions in others, and • Communicating that back Ref: Brené Brown on Empathy, 2013, https://www.youtube.com/watch?v=1Evwgu369Jw
  20. “ Empathy is feeling with people “ Ref: Brené Brown

    on Empathy, 2013, https://www.youtube.com/watch?v=1Evwgu369Jw
  21. Empathy exercise 1: 20min 1. Write down an issue you’re

    having at work 2. Jumble issues together 3. Draw an issue, familiarise yourself with it 4. Take turns describing the issue as your own while the others offer advice and feedback
  22. Group discussion: 5min 1. How did it feel to take

    on someone else’s issue as your own? 2. How did it feel to hear someone else living your issue? 3. What was it like giving advice on your own issue?
  23. Dreyfus model of skills acquisition • Novice • Advanced Beginner

    • Competent (aka Practitioner) • Proficient • Expert Ref: Software Smarter by Dan North
  24. Dreyfus Squared Novice Advanced beginner Competent Proficient Expert Novice X

    X X Advanced beginner X Competent Proficient X Expert Ref: Software Smarter by Dan North
  25. Summary 1. What is culture? 2. Signs of unhealthy culture

    3. Signs of healthy culture 4. Empathy as key 5. Pa erns of effective teams