Thursday, 2 May 2013

Culture eats strategy for lunch.....

This title is a fantastic quote by Management Consultant Peter Drucker......and I totally agree..  Basically there's no point having a clever strategy if no one is on board....



Hence I invest a huge amount of my leadership focus on growing this culture....and in my experience the key way to do this is foster opportunities for staff to contribute their ideas, to add their voice, to be heard.... Simon Breakspear in his publication "Talent Magnets" says; "there's one thing better than ownership.....authorship".  The interesting thing about this is not only does this ability to have input lift engagement of staff....we also generate better ideas as we are tapping the wider collective intelligence of the people involved....not just the positional leader's ideas....

The slide deck above are some I use with leaders who are planning change initiatives.... It starts with a simple engagement survey with 5 questions that are extracted from work done by the Gallop organisation.  I ask each person in a group to rate themselves out of 5 for each then total them out of 25, followed by swapping the score with someone else and then mapping them on a continuum on a chart on the wall.  This sets the scene for a fantastic conversation about the collective findings.....the key messages is that even with say an average 80% engagement level (and that would be very high compared to most organisations) - this still means that there is 20% of potential performance and discretionary focus and initiative that is not being contributed to the organisation.  A clear message to leaders....what can we do to increase engagement?

The next slides address the challenge of shifting culture by using Rogers diffusion of change framework.  You will see a great adaption of Rogers model to the metaphor of surfing (thanks Rich Matla and Greg Jansen!).   I believe its crucial that leaders carefully assess where each of the members of their staff team is at relative to the change initiative and then customise an approach to engage each section of the staff.   One of the slides has a template that I use to do this (Note: Its not wise to disclose publically where you think each staff member fits on the diffusion of change model!)

One of the most satisfying roles I have as a leader is building a culture of staff engagement.... and I love it when I see the signs of culture shift.....staff innovation, enthusiasm for their own learning, willingness to contribute and positive energy......



1 comment:

  1. Nice blog Peter Drucker, I appreciate your thoughts and I agree you said about the 'culture eats strategy for lunch".

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