Transforming your Workplace Culture from Toxic to Humanized

Transforming Your Workplace Culturefrom Toxic to Humanized

Jamie Notter and Brad Palmer

Outline1. Workplace culture and its impact (Jamie)

2. Shifting and strengthening cultures (Brad)

3. Case studies

4. Questions

Culture is about values

Culture is the collection of words, actions, thoughts, and “stuff” that clarifies and reinforces what a company truly values.

[but it’s not about the posters on your walls.]

Culture is about values

Culture is the collection of words, actions, thoughts, and “stuff” that clarifies and reinforces what a company truly values.

[but it’s not about the posters on your walls.]

Culture is the collection of words, actions, thoughts, and “stuff” that clarifies and reinforces what a company truly values.

Culture is complex and powerful

Culture eats [fill in the blank] for breakfast.

Culture is the collection of words, actions, thoughts, and “stuff” that clarifies and reinforces what a company truly values.

Culture is complex and powerful

Culture eats [fill in the blank] for breakfast.

Only 56% said they had good cultures

One in five said they had a “toxic” culture

Our cultures are disappointing

Which means we’re leaving money on the table.

Most cultures are disappointing

Because we run our organizations like machines.

Decentralization

Transparency

Inclusion

Learning

Humanized cultures tap new power

Outline1. Workplace culture and its impact (Jamie)

2. Shifting and strengthening cultures (Brad)

3. Case studies

4. Questions

Implementing change is hard

“70% of corporate change efforts either totally fail, have lukewarm results, or the change never becomes an integral part of the company culture.”

You can’t simply swap out your culture.

~ Claire Schooley, Forrester Research

Culture happens

Culture is a collective, living thing

Shared values don’t go away easily (thankfully)

Imposing culture does not work.

Rip and replace does not work

SHIFT your culture

Celebrate successes

Reinforce the positive

Just let old (negative) values fade away

Cultures can evolve quickly.

Start with a value roadmap

What old values need to fade away?

What old values are the foundation of the new?

What specific new values need to arrive?

What sort of culture are you evolving to?

On “collaboration” as a new value

People are heads-down busy at work

Focus on making it easy to find help & connect

Collaboration without purpose = noise

Don’t impose collaboration for collaboration’s sake.

Connecting people is hard

People more than 50’ apart don’t collaborate!

Leadership matters

Communication is key

Setting a clear example

Recognizing successes & contributions

Walking around!

Example and articulate values that matter.

Enlist help

Ensure the full leadership team is aligned

Active participation by all leaders is a must

Find local “culture champions” hiding in your silos

Bridge your silos.

Key activities

Organizational clarity

Sharing stories

Recognizing contributions

Celebrating successes

Every day!

Organizational clarity

What is the grand purpose?

What is the business vision?

Who is doing what and why?

Frames successes and value stories.

Clarity of structure

Sharing stories

Example your values

Mix of formal and informal

Local and company wide

Bring your values to life.

Make your news engaging

Real-time vs. stale

Groomed vs. real

Show your human side

Recognizing Contributions

Small

Specific

Real Time

NOT formal HR-driven programs!

Celebrate Successes

Create frequent, achievable milestones

Celebrate them with flair

Create artifacts

Turn successes into your folklore.

Outline1. Workplace culture and its impact (Jamie)

2. Shifting and strengthening cultures (Brad)

3. Case studies

4. Questions

WestJet (celebration)

courtesy Don Bell

WestJet (artifact)

courtesy Don Bell

Jostle (specific recognition)

Vernon (real news)

Courtesy Patti Bridal

Omicron (celebration)

courtesy Bev Attfield

Omicron

courtesy Bev Attfield

Outline1. Workplace culture and its impact (Jamie)

2. Shifting and strengthening cultures (Brad)

3. Case studies

4. Questions

Jamie Notter Brad Palmer

[email protected] [email protected]

@JamieNotter @JostleMe

jamienotter.com www.jostle.me