the basics of culture design
DESCRIPTION
This is a modified version of my presentation from my class, Culture Design Workshop: The Basics, hosted at PARISOMA on Feb 4, 2014.TRANSCRIPT
THE BASICS CULTURE DESIGN WORKSHOP
Larissa Conte
PARISOMA 02.04.14
FRAMING CULTURE
The set of shared beliefs, values, & behaviors amongst a group.
CULTURE DEFINITION
Beliefs CULTURE SHAPES AND IS SHAPED BY
Behaviors o Language o Systems o Processes o Leadership o Artifacts o Feedback
o Communication o Decision-making o Place-making o Rituals o Attire o Taboos
o Explicit values o Implicit values
Values o Worldviews,
Mindsets (=What’s good, valuable, true, etc.)
If the purpose of a business is to invent, make, and improve products or services for their customers, as well as to survive in the marketplace, then culture ideally helps support creativity and resilience.
KEYS TO COMPANY CULTURE
THE POWER OF MINDSET
Leads to desire to
look smart
Leads to desire to learn
Growth Mindset Fixed Mindset Intelligence is static
Intelligence can be
developed
DR. CAROL DWECK
MINDSET AND COMPANY CULTURE “We know from our studies that people with the fixed mindset do not admit and correct their deficiencies. And a company that cannot self-correct cannot survive . . . Instead of learning, growing, and moving the company forward, everyone starts worrying about being judged . . . It’s hard for courage and innovation to survive a company-wide fixed mindset.”
DR. CAROL DWECK
THE BASICS OF CULTURE DESIGN
o Optimize for creativity, clarity, alignment, learning, and resilience
o Consider all stakeholders’ needs and points of view
o Use company values as design principles
o Design for coherence across scales
o Leverage greatest impact for least amount of e!ort
o Be strategic—i.e. Wise timing, Wise action
CULTURE DESIGN PRINCIPLES LARISSA’S
An iterative process for creating human experiences. CULTURE DESIGN THINKING FRAMEWORK
Define
Observe
Ideate Prototype Test
Empathize
Informal attire was initially a limited marketing initiative for “fun fares.” It was ultimately adopted company-wide in the 90s because employees loved it and felt more free to focus on the customer when comfortable and relaxed.
CASE STUDY
LEVERAGING INFORMALITY
In Zappos four week New Hire Training , they cover both technical training and culture orientation. It includes an explicit overview of their 10 core values and hearing from managers in di!erent departments about how they connect to the values.
CASE STUDY
EXPLICIT CULTURAL ORIENTATION
Born from the pragmatic need to rapidly train an expanding team, Pixar University evolved to o!er creative skills and arts training for all employees, regardless of role. They know creativity is a muscle and it’s important in every job.
CASE STUDY
DEVELOPING CREATIVITY
