One size doesn’t fit all – The left dimension

Collaboration Culture SurveyJoris Antheunissens & Jolien Van de Vliet

Special thanks to our sponsors

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https://i.engage.ms/spikespulse/BIWUG-2803

Why the “left” dimension?

Business outcomes

Source : Gallup, Inc – Employee Engagement – What’s your Engagement Ratio ?

Productivity

Profitability

Quality (defects)

Safety incidents

Absenteism

18 %

16 %

60 %

49 %

37 %

Employee engagement

“Humanity will change more in the next 20 years, than in the previous 300.” -Gerd Leonhard

“We will never evolve as slowly anymore as today.” -Piet Zwart

Change

How do organizations deal with change?

New insights

Organizational Culture keywords

Connect

ParticipativeBottom-up

Feedback

Co-create

Self-organizing

Optimizer of digital workplaces at ihop.

We deliver new digital collaboration cultures tomake organizations more customer-centric.

We connect people and teams with culture, processes and technologies.

Focus on teams

Team Culture(s)

Team Tooling

& Training

One size doesn’t fit all

SMS

The Left Dimension Survey

Based on 2 reference models:

Internal focus

& IntegrationExternal focus

& Differentiation

Stability & Control

Flexibility & Discretion

Collaboration Workplace

Open Workplace

Paternalistic Workplace

Defensive Workplace

Quinn The Collaboration Breakthrough

The Survey outcome is used for

The tone of voice of the communication

The change management style

The solution variant(s) in Office 365

Internal focus &

Integration

External focus &

Differentiation

Stability & Control

Flexibility & Discretion

Organizational Structure 1/2- Quinn

Organizational Structure 2/2- Quinn

Teams | Shared values & goals | Commitment |

Empowerment | Human development |

Participation| Leaders as Mentors | Loyalty

Collaborate

Control

Conservative | Careful decisions | Eliminate

errors | Consistency & reliability | Efficiency |

Routines | Organizers & administrators | Rules

Innovative initiatives | Change & risk | Freedom

of thought | Dynamic task forces | Foster

entrepreneurship | Flexibility & Adaptability

Create

Compete

Move fast, & play to win | Monitor the market

| Deliver shareholder value | Achieving goals |

Leaders are hard-driving & directive

How would you rateyour organizationalstructure?

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https://i.engage.ms/spikespulse/BIWUG-2803

Organizational Structure- Quinn

Teams | Shared values & goals | Commitment |

Empowerment | Human development |

Participation| Leaders as Mentors | Loyalty

Collaborate

Control

Conservative | Careful decisions | Eliminate

errors | Consistency & reliability | Efficiency |

Routines | Organizers & administrators | Rules

Innovative initiatives | Change & risk | Freedom

of thought | Dynamic task forces | Foster

entrepreneurship | Flexibility & Adaptability

Create

Compete

Move fast, & play to win | Monitor the market

| Deliver shareholder value | Achieving goals |

Leaders are hard-driving & directive

Collaboration Culture 1/2- The Collaboration Breakthrough

Collaboration Workplace

Open Workplace

Paternalistic Workplace

Defensive Workplace

Paternalistic Workplace• Top-Down communication

• “We only talk about the good things”

• Leadership makes decisions

• Firmly hierarchical

• Healthy conflict is discouraged

Defensive Workplace• Mission, vision & values not defined

• No focus & a lot of confusion

• Employees rarely meet with supervisors

• Limited/no information

Collaboration Culture 2/2- The Collaboration Breakthrough

Collaboration Workplace

Open Workplace

Paternalistic Workplace

Defensive Workplace

Collaboration Workplace• Common purpose

• Open & respectful conversations

• Commitment

• Simple tools

• Opportunities to innovate, learn & grow

• Complete trust & confidence

Open Workplace• Flat structure

• “We have nothing to hide!”

• Problems & ideas shared freely

• open disagreement is encouraged

• Information flows everywhere

• Chaotic & Stressful

How would you rateyour collaborationculture?

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https://i.engage.ms/spikespulse/BIWUG-2803

Collaboration Culture - The Collaboration Breakthrough

Collaboration Workplace• Common purpose

• Open & respectful conversations

• Commitment

• Simple tools

• Opportunities to innovate, learn & grow

• Complete trust & confidence

Open Workplace• Flat structure

• “We have nothing to hide!”

• Problems & ideas shared freely

• open disagreement is encouraged

• Information flows everywhere

• Chaotic & Stressful

Paternalistic Workplace• Top-Down communication

• “We only talk about the good things”

• Leadership makes decisions

• Firmly hierarchical

• Healthy conflict is discouraged

Defensive Workplace• Mission, vision & values not defined

• No focus & a lot of confusion

• Employees rarely meet with supervisors

• Limited/no information

Your Left Dimensionresults…

Some examples

1. Paternalistic culture & Hierarchical structure

2. Open culture & Market structure

3. Collaborative culture & Adhocracy structure

Defensive

Ad

ho

cracy

Clan

Market

Hie

rarc

hic

al

Hierarchy | Control

Conservative | Careful decisions | Eliminate

errors | Consistency & reliability | Efficiency

| Routines | Organizers & administrators

Co

llab

ora

tive

Open

Pate

rnalistic

Paternalistic

Top-Down | “We only talk about the good

things” | Leadership makes decisions | No

decision-making authority

1. Paternalistic culture & Hierarchical structure

Intranet Landing page

LawCo

1. Paternalistic culture & Hierarchical structure

Scenario Tools

Ask something don’t know who to ask FAQ

Where should I put and share documents? Library (secure)

Provide a note of congratulations/ praise Employee i/t picture

Make an organizational announcement SP Newscarrousel

Remind the team of an important deadline Outlook Calendar

1. Paternalistic culture & Hierarchical structureSolution variants

1. Paternalistic culture & Hierarchical structureCommunication and change management style

Change Management Style

Clearly defined rules

in a change plan

Communication Style

Top-down

Only the positive side of

change is communicated

Procedures define the

communication style

Detailed documentation

& Manuals distributed

top-downClassroom training

No interactivity or

participative learning

Metrics system to

measure efficiency

Self-learning organization

by train-the-trainer

Choices are made at the top

Defensive

Ad

ho

cracy

Clan

Market

Hie

rarc

hic

al

Market | Compete

Move fast, & play to win | Monitor the market

| Deliver shareholder value | Achieving goals |

Leaders are hard-driving & directive

Co

llab

ora

tive

Open

Pate

rnalistic

Open

Flat structure | “We have nothing to hide!” |

Problems & ideas shared freely | Open

disagreement | Information flows everywhere

2. Open culture & Market structure

Sales teamwork

2. Open culture & Market structure

Scenario Tools

Ask something don’t know who to ask Yammer

Where should I put and share documents? Teams

Provide a note of congratulations/ praise Yammer

Make an organizational announcement SP Newsblog

Remind the team of an important deadline Groups Calendar

2. Open culture & Market structureSolution variants

2. Open culture & Market structureCommunication and change management style

Official communication

by top managers

Emphasize competitive

advantages of change

Open communication

New information

everywhere Interactive workshops

Target focused

Renomated trainers

Give competitive advantage

Metrics to measure

added customer value

Change Management StyleCommunication Style

share ideas and

participate in discussions

Defensive

Ad

ho

cracy

Clan

Market

Hie

rarc

hic

al

Adhocracy | Create

Innovate | change & risk | Freedom of thought

| Learning from mistakes | Entrepreneurs &

visionaries | Not afraid of uncertainty

Co

llab

ora

tive

Open

Pate

rnalistic

Collaborative

Common purpose | Open & respectful

conversations | Commitment | Simple tools |

Opportunities to innovate, learn & grow |

Complete trust & confidence

3. Collaborative culture & Adhocracy structure

Project work3. Collaborative culture & Adhocracy structure

Scenario Tools

Ask something don’t know who to ask Yammer

Where should I put and share documents? Groups

Provide a note of congratulations/ praise Yammer

Make an organizational announcement Yammer

Remind the team of an important deadline Groups Calendar

3. Collaborative culture & Adhocracy structureSolution variants

3. Collaborative culture & Adhocracy structureCommunication and change management style

Ad hoc communication

Focus on the future

Open communication

between colleagues

Ad hoc learning

groups

Interactive workshops

& webinars

Learning on the jobDevelop a self-learning

organization by learning

from colleagues

Change Management StyleCommunication Style

Creativity & entrepreneurship

are encouraged

Constructive feedback Decentralized

decision-making

What do you

think about

all this?

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