Building Creative, Collaborative Cultures
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The document discusses the importance of organizational culture in fostering creativity and collaboration within organizations, emphasizing that everyone plays a role in the creative process. It outlines beliefs that support a collaborative culture and provides insights on changing an organization's culture through understanding its systems and fostering trust. Ultimately, the document stresses that a well-supported culture is crucial for leveraging talent and ideas effectively.
Building Creative, Collaborative Cultures
- 1. Building Creative, Collaborative Cultures @ADAMCONNOR |ADAM CONNOR | VP ORGANIZATIONAL DESIGN & TRAINING
- 6. Talent + Ideas != Success
- 7. Culture
- 8. Culture of innovation of creativity of empathy of design (thinking) of collaboration of learning
- 11. Organizational Culture The shared set of beliefs that direct and influence how members of the organization behave and interact.
- 16. Your organization already has a culture.
- 17. “An organization’s ability to take advantage of design talent and creative ideas is directly proportional to its culture’s support or hinderance of the conditions needed for them to flourish.” Adam Connor The Good Looking Gentleman Currently Speaking
- 18. “A bad system will beat a good person every time.” W. Edwards Demming Engineer, Professor, Author
- 19. 1. Everyone is part of the creative process. 2. Collaboration does not negate the need for leadership and vision. 3. Before working together to solve a problem we must work together to understand it. 4. Learning is part of the process. 5 Beliefs of Collaborative, Creative Organizations 5. The process never ends. of many
- 20. How do we change an organization’s culture?
- 21. Understand the 3 systems.
- 22. Rational / Formal System
- 23. Natural / Adaptive System
- 24. Open System
- 25. Learn how to “find” organizational culture. http://www.graysharbortalk.com/2014/11/04/find-bigfoot-sasquatch-summit/
- 26. Beliefs
- 27. Values Beliefs
- 32. Organizational Culture Structure & Roles Policies & Processes Communication & Language Tools & Materials Skills & Knowledge Physical Environment Incentives & Metrics
- 33. Structure & Roles Tools & Materials Skills & Knowledge Communication & LanguagePhysical Environment Policies & Processes Incentives & Metrics
- 34. Structure & Roles Tools & Materials Skills & Knowledge Communication & LanguagePhysical Environment Policies & Processes Incentives & Metrics
- 35. Structure & Roles Tools & Materials Skills & Knowledge Communication & LanguagePhysical Environment Policies & Processes Incentives & Metrics
- 36. Structure & Roles Tools & Materials Skills & Knowledge Communication & LanguagePhysical Environment Policies & Processes Incentives & Metrics
- 39. Direct Influence
- 40. Indirect / Partial Influence
- 41. Viral Influence
- 42. No matter what your position is, you have the ability to influence the culture around you. The simplest way to begin is to look for opportunities to build trust and ask questions.
- 43. Infuse empathy.
- 45. Use the design process. http://www.carynvainio.com/
- 46. Envision Understand the future culture you intend to change towards. your current organizational culture.
- 47. Dave Gray & Alex Osterwalder, http://xplaner.com/culturemap/ Culture Maps Journey Maps Tools for Discussing Beliefs & Behaviors
- 48. Envision Identify Understand the future culture you intend to change towards. your current organizational culture. the opportunities and challenges between the two.
- 49. Capability Motivation Opportunity Behavior COM-B Model Susan Mitchie et al (2011)
- 50. Skills & Knowledge Communication & Language Tools Capability Motivation Opportunity Behavior Tools Physical Environment Policies & Processes Structure & Roles Incentives & Metrics Structure & Roles COM-B Model Susan Mitchie et al (2011)
- 51. I’m supposed to I should vs
- 52. Pre- contemplation Contemplation Preparation Action Maintenance Relapse Upward Spiral States of Change AKA: Transtheoretical Model of Change
- 53. Envision Identify Understand the future culture you intend to change towards. your current organizational culture. the opportunities and challenges between the two. Select Analyze Generate and implement some of those ideas. ideas for potential changes to process, structure, roles, etc. and critique your implementation and it’s effect.
- 54. Intentional culture change requires persistence, adaptation, and iteration.
- 55. Talent + Ideas != Success
- 56. Talent + Ideas = Success+ Culture
- 57. “If we want to put our organizations in positions where they can make the most of their employees’ talent and ideas, we must make a conscious, focused effort to provide a culture that supports those beliefs and behaviors.” Adam Connor That Same Handsome Gent Again
- 58. ThankYou!Adam Connor VP Organizational Design & Training @adamconnor aconnor@madpow.com madpow.com Boston, MA & Portsmouth, NH Discussing Design: Improving Communication And Collaboration Through Critique Available from O’Reilly Publishing and on Amazon Slides available at: slideshare.com/adamconnor