On October 3, ISODC and its partners hosted a virtual collaborative dialog exploring culture and its impacts on our work. Our overall purpose: “to bring practitioners and scholars together to gain a fuller understanding of culture, specifically what it means to you and to your work; and to further explore related questions that will help us become more aware and effective in our endeavors.”
Joined by our partners at NEXUS4change and the center for Appreciative Inquiry, S & G Endeavors facilitated two virtual conversations, so that we could attract all cultures and all timezones. To help set the stage for our conversation, we kicked each roundtable off with a short presentation, click here to check it out.
Also, check out some of the highlights and watch videos of each conversation below.
Roundtable Call 1 Key Learnings
- It is easier to create change when you have an environment of trust and inclusion
- Assessment is a big part of changing culture, because in order to change culture you have to know what is there to start with
- Change agents, or process consultants, don’t manage culture, we help people figure out ways to talk effectively with each other about things that are common to the entire organization.
- Don’t do things without understanding what you are dealing with.
- One way to impact additional subcultures is for anyone who buys into the overall culture to constantly be touting that, promoting that, to keep the conversation in a positive light. If we focus on the negative we aren’t going to accomplish much.
View a recording of the morning conversation by clicking the play button below:
Roundtable Call 2 Key Learnings
- All change in leadership should be based on appreciating the best thing and appreciating the best in each other instead of focusing on what is wrong and tripping over our problems
- Organizational design is a physical manifestation of what the culture is, should be or wants to be
- If an organization is going to be changed, it needs to be lead through the change and the leaders of the organization are the people who are supposed to do that with the help of process consultants who can help manage that change
- Culture is hindered because of the values believed and they way they are practiced
- We must be able to change the attitude, the values, and the way they are practiced to be able to change the entire organization.
View a recording of the afternoon conversation by clicking the play button below:
Be sure to mark your calendars for our next collaboration with ISODC, where we will be talking about how to develop exponential power, happening November 3; click here to register.