Improving the culture in an organization or aligning it with another culture is a challenge. It takes time and a lot of effort. But it has to be done consistently and in a structured manner. Improving and sustaining the improvement in culture requires careful, well thought out approach based on principles rooted in management science. It cannot be done using an ad hoc approach. If so, efforts to improve organizational culture will not bring about desired results.
It seems like common knowledge that culture is important. Nevertheless, very few HR professionals have the tools and apply the right techniques to understood AND manage the organizational culture. This should be the primary focus of HR and managers in any organization as culture describes the values and norms that are reflected in the behaviors we witness in organizations every day. Culture is mainstream.
Culture is about managing groups, not individuals. By definition, culture is about the collective. At Denison we have been studying culture and performance for over two decades. We have witnessed high-performers up close. When asked what it is like to work in those organizations it is rare that employees mention mood or happiness. What you hear are terms and phrases such as demanding, accountable, high expectations, delivering on commitments, putting the customer first, and a belief that everyone in the organization must work hard together to deliver superior performance.
If aligning the collective effort of the workforce sounds like hard work, it is. It requires a shared vision and strategy for the future. Goals must be aligned in support of that vision and strategy. It requires a common understanding of customers. You need values that, combined with the Vision, Strategy and Goals, provide agreed upon boundaries for what people do, why they do it and how they do it. People need to develop effective working relationships in the organization that span divisions, functions, locations and levels. You have to make sure you have the skills you need today while building the skills needed for the future. And oh by the way, you need to create an environment in which employees are willing to share successes and failures – and the organization must learn from both.
The two-day workshop, “Developing High Performance Culture” seeks to provide participants with the fundamental understanding of what it takes to manage and improve organizational culture. It does this by first providing an overview of the concept and then provides the necessary tools and techniques by which this may be done collectively in an organization.
Developing a High Performance Culture
On completion of the training program, the participants will be able to define key elements that characterize high performance culture and undertake processes that are aimed to improve overall organizational culture.
At the end of the program the participants will be able to
- Define the term key characteristics of a High Performance Culture
- Describe the link between high performance culture and improved bottom line performance
- List key elements in the development of a high performance culture
- Analyze findings of a Culture Survey
- Apply techniques when reviewing culture findings to improve overall culture
Introduction and Overview
Pre Test for Developing High Performance Culture
Culture as a business issue and Culture Change Process
Small Group Work : Key Traits of a High Performance Organization
Facilitator feedback on Key Traits Identified
Why culture matters in developing high performance
The Denison Model – Origins and Overview
The “Experience – Results” pyramid
Aligning experience, beliefs, actions and results
Small Group Work : Identifying Current and Desired Beliefs
Session wrap up on importance of identifying current and desired beliefs
Integrating culture change with high performance
Small Group Work : Providing experiences that instill the right beliefs
Session wrap up on importance of providing experiences that instill the right beliefs needed to improve performance
Question and answer and wrap up for day 1
Recap of previous day’s session
Aligning a Culture for Rapid Progress
Group based assignment : Getting leaders aligned around culture change efforts
Session wrap up on key steps required to align leadership around culture change efforts
Overview on culture management tools and culture change leadership skills
Group exercise on using culture management tools and culture change leadership skills
Session wrap up on importance of culture management
Integrating the culture change
Sample High Level Survey on Organization Culture
Review of findings of the survey
Research linking culture to business performance
Findings of other projects undertaken
Global Benchmarks and results in percentiles
Question and answer and wrap up
Dr Rumesh Kumar is a certified professional trainer, certified knowledge manager, certified project management professional, certified scrum trainer, and certified tetramap facilitator. He specializes in the areas of project management, knowledge management and organizational diagnostics.
In addition to being the Managing Director of the Sharma Management International, he is the Senior Denison Consulting Partner for Denison Consulting USA and the Regional Director for Kanzen Institute Asia Pacific.
Dr Rumesh is presently involved in undertaking post project reviews, and performance improvement in various projects, competency assessment and developing competency development programs as well as organizational culture profiling for senior managers in different organizations both in Malaysia and abroad.
Based on his extensive involvement in conducting management courses, Dr Rumesh undertook a series of post review sessions and was able to use the learning outcomes as learning points for sharing of real life management.
He has conducted training programs for many well-known and reputable organizations both in Malaysia as well as abroad. He has designed, developed as well as conducted training programs for well over 2,500 executives in numerous multinationals, government linked as well as business enterprises in the areas relating to managing people and business strategies both in Malaysia and abroad.
In addition to designing and conducting corporate level training, he also specializes in providing consulting services such as organizational diagnostic assessments, competency assessment, cultural and leadership profiling as well as continual productivity improvement.