mindset matters: creating constructive organizational culture to improve performance presented by...

Mindset Matters: Creating Constructive Organizational Culture to Improve Performance

Presented byLaural Manegre

January 24, 2014

Igniting Thinking…Maximizing Performance…Enriching Lives

West Virginia Chapter

Igniting Thinking…Maximizing Performance…Enriching LivesWest Virginia Chapter

Who Is The Pacific Institute and US Ops?

• Founded By Lou & Diane Tice in 1971• Global in Scope / HQ in Seattle, WA / 14 Offices

• 60+ countries, 6 Continents and 20+ languages• Endorsed by the American and Canadian Psychological Associations.

– 62% of Fortune 1000– Governments – Education – Social Services – Military

• The Pacific Institute - US Operations– Responsible for business development and implementation of TPI products in the US– Combines TPI products with appropriate consulting services to maximize outcomes

for clients


“I can tell you there is no organization as effective in transferring knowledge from psychology to organizational settings,

educational settings, public sectoror private sector than The Pacific Institute®.”

~ Dr. Gary Latham ~ Past-President, Canadian Psychological Association

Dr. Martin E.P. Seligman

Kogod Term Chair, Professor of Psychology &

Director of Clinical Testing, University of

Pennsylvania

Dr. Albert Bandura

David Starr Jordan Professor of Social

Sciences in Psychology, Stanford University

Dr. Gary LathamSecretary of State Chair, Faculty of

Management, University of Toronto

Dr. David Matsumoto

Associate Professor, Department of Psychology, Director of Intercultural & Emotional Research Lab,

San Francisco State University

World-leading Experts / Contributors


The Wedge


Performance Model(Individual / Team / Organizational)

PerformancePlanIndividualBehavior

“How to”“Have to”

“OLD”HabitsAttitudesExpectationsBeliefs

CurrentReality

Vision7%

=

IndividualThinking


Performance Model(Individual / Team / Organizational)

PerformancePlanIndividualBehavior

IndividualThinking

What do we want?“Invent theHow ”

“Want to”“New”HabitsAttitudesExpectationsBeliefs

CurrentReality

Vision

=


PerformancePlan or Systems

BehaviorIndividualThinking(cultural Assumptions)

“ “How can we perform under these circumstances?”

“Leadership’s goals are unrealistic.”“This new system will never work… causes too much stress.”

“I don’t have the aptitude for this”

“It is impossible to be profitable with all of these government regulations”

“ We will never be able to reach those benchmarks”.”

Culture


Vision

• What would be an “extraordinary Vision” for your Organization?

• Omit the How…..


Culture

• Do you have the right Organizational Culture to take you into the future?


What is Culture?

Culture is the shared beliefs and values guiding the thinking and behavior of the

organization.


Culture Change or Transformation

Why is it so hard?


Two General Types of Culture

Defensive Cultures – Inactive / Reactive– Resist Change– Assigns blame when something goes wrong – Uses Chain of Command to control and direct

Constructive Cultures - Proactive– Communicates open and freely– Takes responsibility and accountability– Is innovative and takes risks

Igniting Thinking…Maximizing Performance…Enriching LivesWest Virginia Chapter Copyright © 1998 Human Synergistics International. All Rights Reserved.

The Circumplex

Red:

Aggressive/

Defensive

Styles

Green:

Passive/Defensive Styles

Blue:

Constructive Styles


• Let’s assess your perception of your Organization’s current Culture…..

What type of Culture do you have?


Typical Vision (Ideal or Desired)

OCI Circumplex from Robert A. Cooke and J. Clayton Lafferty, Organizational Culture Inventory®, Human Synergistics International, Plymouth MI USA. Copyright © 1987-2006,

All Rights Reserved. Used by permission.


Healthcare Ideali=868

OCI Circumplex from Robert A. Cooke and J. Clayton Lafferty, Organizational Culture Inventory®, Human Synergistics International, Plymouth MI USA. Copyright © 1987-2006,

All Rights Reserved. Used by permission.

How does your circumplexcompare to the ideal?


What Impact does Culture have?

The impact of a constructive culture can be measured on the bottom line.

Constructive cultures provide customers with better products and services than

defensive cultures.


Culture and PerformanceKotter & Heskett: Study of 207 firms over an eleven year period as reported in their

book Corporate Culture and Performance

Non-AdaptiveCulture

166%

Revenue

74%

Stock Prices

1%

Net Income


Non-AdaptiveCulture

Adaptive Culture

682%

166%

Revenue

901%

74%

Stock Prices

756%

1%

Net Income

Culture and PerformanceKotter & Heskett: Study of 207 firms over an eleven year period as reported in their

book Corporate Culture and Performance


Mission / Vision

• What is the Mission or Vision Statement of your Organization?

• From your memory, please jot it down….


Values

• What are the Values in your organization?


Values

• What are the Values in your organization?• How do you measure them?


VP

CEO

MGR

Leadership Impact


bb


Self-ExaminationSelf-Examination

Self-ConceptSelf-Concept InsightsInsights

EXPECTATIONSEXPECTATIONS

4 Steps for Growth


Limiting Beliefs

What are some examples of Limiting Beliefs…

1. Leadership2. Employees3. Board Members4. Community5. Children


Results

Beliefs


Beliefs

• What limiting beliefs do you have in your Organization that is “driving” your Culture?


Employee Life Cycle

Employee Communications

Coaching & Mentoring

Reward & Recognition

Compensation

Performance Review Process

Training &Development

New Hire Orientation

Recruitment & Selection

Desired Culture

Cultural Cultural Integration Integration

ProcessProcess


Cultural Transformation & Growth

• Step 1 Diagnostics – Benchmark

• Step 2 Align the Leadership– Vision and Values alignment– Foundational Curriculum for Change– Leadership Efficacy

• Step 3 Engage others from the Organization– Thought Patterns for Performance– Integration of education in business practices

• Step 4 Employee Life Cycle

mindset matters: creating constructive organizational culture to improve performance presented by...

Documents

west virginia chapter

west virginia chapter

west virginia chapter

culture slide

individual thinking

wedge slide

systems behavior individual

organizational settings