the culture industry public sector culture change for gov 2.0 steve daviesozloop
TRANSCRIPT
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the culture industry
public sector culture change for Gov 2.0
steve daviesozloop
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culture & engagement
surveys
•are used periodically
•driven by HR/OD practitioners
•rely on a top down approach
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meaning?
•buffeted by fads and consultants
•direction determined by internal politics
•distorted by salesmanship
•conversation is exclusive
•this is the culture of the ‘culture industry’
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current approaches
•really based on ‘best guess’
•fixated on ‘I’ rather than ‘We’
•relies on correlation not causation
•key constructs are hidden from people
•are non-inclusive and non-strategic
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assumptions•HR/OD knows best
•the behaviour of individuals shapes culture
•we can shape culture by changing behaviour
•pulling HR/OD levers changes behaviour
•says a lot about the culture of HR/OD
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this is out of sync as . . .
•assumes HR/OD should change behaviour
•people are self-authoring
•assumes people have no idea of culture
•assumes there can be one culture
•the world has changed
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out of time as . . .
•has been tried and tried, but fails and fails
•there is no HR/OD silver bullet
•is not inclusive
•people have changed
•social media has changed the game
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beyond culture
•what and how we measure must be inclusive
•this also means being transparent
•walk the talk from the start
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strategic inclusion
•ask people what they want the experience of working in their organisation to be like for their successors
•ask them what the critical factors are
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practical inclusion
•use the answers people give to decide themes and questions to measure progress
•seek feedback and test
•think beyond surveys
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assets
•technology - social media
•authentic communication
•creative people - not just HR/OD
•trust
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liabilities
•self-limiting view of technology
•patch protection
•professional arrogance
•top down mindset
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key thoughts•people intuitively know the
difference between a good and bad work place - we should trust that
•we should harness that intuition to build a collegial view of what the organisation should be like
•tinkering with people does not work and is ethically flawed
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Shift the culture
•adopt a bottom up approach
•involve all people from the ground up
•use social media tools
•measure against the future