Understanding O rganisational Culture The Key to Influencing Change ‘Beyond your Borders’

1. Understanding Organisational CultureThe Key to Influencing Change ‘Beyond your Borders’ Andrew Scowcroft OpenGround October 2013

2. Our ‘unthinking’ approach to influencing others…….. • People think the way I do, • Or they should! So, • I will sell my idea in a way that would appeal to me • If they don’t ‘get it’, I will say it again, speaking louder and more slowly; • If they still don’t get it, there must be something wrong with them, so • I will find somebody else there who does know what they are doing and then……… • See 3 above!

3. The reality in most organisations is that…. • People are different • They work in different ways and make decisions based on different criteria • Their workplaces will have evolved quite different strategies for managing stability and/or change • Those strategies coalesce into a prevailing culture, or ‘the way we do things around here’. So… • If you want those other people onboard with your idea, you need to honour and work with the grain of those different cultures, but.. • If you want to fail, keep treating them as if they were the same as you, and then criticising them for being wrong!

4. The Culture of an Organisation… • Comprises the non-official norms, rituals and habits of a work unit or whole department, and • Is normally invisible to, and rarely discussed by, its members yet it • Guides the collective behaviour of those members and in particular • Shapes their susceptibility to influence and change

5. A Model of Four Organisational Cultures • The Zeus Culture • The Athena Culture • The Apollo Culture • The Dionysus Culture

6. Zeus – The Power Culture • There will be a central Zeus figure • Absolute power is retained at that centre and radiates out at Zeus’ discretion • Mercurial behaviour is common • Staff can be favoured, or marginalised, rapidly • Fad or whim is likely to consume time and resources

7. Zeus – The Power Culture • Force will be met with force • Zeus may have a blind spot • What others perceive to be abuse of power, Zeus sees as passion and decisiveness • Conventional organisational processes will be minimised or subverted • Its an exhilarating ride!

8. Examples of Zeus Cultures • Many family businesses • Steve Jobs • Robert Maxwell • Margaret Thatcher • Tony Blair • Alan Sugar • Your own examples?

9. Apollo – The Role Culture • The job role is more important than the current job holder • Loyalty and soundness are rewarded • Promotion is vertical/hierarchical • The language is impersonal • There is high specificity of roles and authority levels • Risk is to be avoided or managed

10. Apollo – The Role Culture • Committees proliferate • Paper and evidence are valued • The currency is strategies and plans • Time scales are long • The culture is slow to respond • It delivers consistency!

11. Examples of Apollo Cultures • Civil Service • Roman Catholic Church • Banks/Insurance Companies • Some Clinical Professions • Corporate Functions – HR, Finance, Legal etc. • Your own examples?

12. Athena – The Task Culture • Task and Outcome focused • Problem oriented • Team working is natural • Personal expertise is more highly valued than position • Team self management is demanded • Athenians may operate in several teams at once

13. Athena – The Task Culture • Happy to work within an overall strategy or direction • Resists micro management • Team life cycle matches that of the issue • Able to respond rapidly to events • Organisation structure either invisible or mostly ignored

14. Examples of Athena Cultures • SAS • NHS Clinical Directorates • Advertising and Media • Expeditions • Consultancy Firms • Your own examples?

15. Dionysus – The Individual Culture • No structure • No rules (written down) • Two sacred rules • I can’t tell you what to do • You can’t tell me what to do • Loose coalition of respected professionals • Fierce protection of professional freedom

16. Dionysus – The Individual Culture • Admin/management is a low priority • Leaving and joining is a low key affair • Corporacy is avoided, but • The culture is indivisible when threatened • Members are both critical and curious

17. Examples of Dionysus Cultures • Medicine • Academia • Professional Chambers • Research Bodies • Think Tanks • Your own examples?

18. Cultures May Evolve Over Time.. • Start Up • Let’s Be Flexible • Let’s Get Organised • I Want To Be Free! Coup D'état!

19. Match the technique to the culture With Zeus With Apollo Work with, and honour the evidence Respect the hierarchy Show detailed planning and risk appraisal Include the ‘do nothing ‘option Put things down on paper Promote consultation Take time and allow for time • Find out what is on Zeus’ agenda • Offer quick and simple solutions to those issues • Allow Zeus to adopt and bask in the idea • Focus on success and impact • Work with the inner circle or prodigal sons • Don’t argue until you are accepted as credible

20. Match the technique to the culture With Athena With Dionysus Avoid corporate initiatives and roll out programmes Establish personal credibility with one or two members Work with them and let the results speak for themselves Acknowledge professional freedom to opt out/in Build up expertise and offer help Accept initial suspicion as the norm • Honour the personal skills of those involved • Demonstrate trust • Handpick the team or its leader • Delegate genuinely • Tap into core purpose and intrinsic motivation • Set end goals and then get out of the way • Reward achievements swiftly • Encourage innovation