Was sind die besten Möglichkeiten, die Kultur Ihres Unternehmens zu verstehen?

💡 To understand organizational culture deeply, it's essential to move beyond surface observations. 🔍 Contextual Analysis Observing behavior alone is insufficient. We must grasp the context that influences these actions, unveiling diverse aspects of culture. 🌐 Global Perspectives Remember that cultural norms vary across the organization's global branches, shaped by local customs, impacting overall culture. 🔄 Dynamic Evolution Organizational culture isn't static; it evolves over time due to internal and external factors. This reflects its adaptability or resistance to change. 📌 Behavior observation, when considering context, global variations, and its dynamic nature, provides a holistic view of organizational culture.

Ouvir e falar as histórias de fatos ocorridos e da trajetória de uma organização, é sem dúvida uma ferramenta muito poderosa para aprender e transmitirsão uma forma cultura. Através delas são transmitidos os valores, crenças e comportamentos que são importantes para uma organização.

As Fresh FP&A's CEO, I know company culture isn't just a poster on the wall – it's the heartbeat in the hallways. Here are some key behaviors to explore: Observe these behaviors around these areas: Communication: Collaborative brainstorming or solo sprints? Problem-solving: Do they build bridges or break heads? Embrace trial and error or stick to the script? Decision-making: Quick pivots or cautious calculations? Conflict resolution: Fiery confrontations or passive-aggressive shuffles? Success: High fives or stoic nods? Public accolades or quiet pats on the back? Remember, culture isn't static – it's a living, breathing entity. By actively observing and engaging, you can become a culture change agent.

Company culture is defined by the set of behaviours and skills that get people hired, promoted, or let go (Netflix CEO Reed Hastings, 2009)

Keen observation of behavior unveils intricate aspects of human dynamics. Imagine Sarah, a perceptive manager, decoding team interactions. One day, she noticed subtle cues of discomfort during meetings, leading her to address underlying issues promptly. Much like a skilled detective, perceiving behavioral nuances equips leaders with insights. Consider it as deciphering a silent language that guides effective leadership. By attentively observing, leaders like Sarah discern patterns, fostering healthier team dynamics and cultivating a workplace where understanding nuances is a cornerstone of success.

The shortest distance between two people is a story. And if a picture is worth a thousand words, a story is worth a thousand pictures. Stories are real. Stories are for being real. Stories make things real.

An organization's mission, vision, and values really matter, but they cannot make a difference if they are not articulated well and don't integrate with daily work activities. Storytelling culture allows a company to use that identity to both guide and connect with the employees that further its growth and success.

Listen to the stories but don't be too guided by other people's conclusions because beauty is in the eye of the beholder. Try to be completely unbiased in listening to a particular story. You may have a phenomenal storyteller who successfully sells his story. That is why it is very important how you look at these stories. Listen to them from the aspect of information, but conclude them on your own.

Ouvir e falar as histórias de fatos ocorridos e da trajetória de uma organização, é sem dúvida uma ferramenta muito poderosa para aprender e transmitirsão uma forma cultura. Através delas são transmitidos os valores, crenças e comportamentos que são importantes para uma organização.

Picture two dramatically different workplaces. In one, there's a cloud of negativity. Employees feel isolated, disrespected, and powerless. They're overworked, unappreciated, micromanaged, and utterly drained. In this atmosphere, people tread cautiously, afraid to take risks or voice their ideas. Innovation is stifled, and growth stagnates. Now, let's turn the picture around. Imagine a workplace that radiates positivity. Here, employees feel deeply empowered and respected. They're motivated, trusted, and continuously inspired. In this nurturing environment, individuals aren't just working but thriving. They bring their best selves to the office, sparking a chain reaction of innovation and collaboration.

Além de analisar os artefatos, uma forma eficaz de compreender a cultura de uma organização é observar as interações e comportamentos dos seus membros. A maneira como as pessoas se comunicam, colaboram e resolvem conflitos revela muito sobre os valores e normas subjacentes da cultura organizacional. Preste atenção nas dinâmicas de reuniões, nos estilos de liderança, nas práticas de tomada de decisão e no modo como os funcionários se relacionam entre si e com clientes ou stakeholders externos. Essas observações podem fornecer insights valiosos sobre a cultura real da empresa, que muitas vezes difere daquela descrita em documentos oficiais ou declarações de missão.

1. Check in on your values. At the heart of your organization's culture is a set of commonly shared values. 2. Look at your hiring practices. Hiring practices typically focus on an applicant's skills. 3. Examine employee programs. 4. Listen to your people.

Culture is everything we do every day. It is a shared experience and represents how we operate with each other. While it is hard to see, it is easy to talk about. As such, the best way to understand it is to seek feedback from people throughout the organization. Sharing perspectives of what it truly means can help uncover the reality of your culture.

1. Make giving and receiving feedback a habit 2. Create a judgment-free feedback zone 3. Celebrate team accomplishments with positive feedback 4. Have systematic feedback mechanisms 5. Hold open team discussions and honest feedback sessions 6. Provide feedback training 7. Provide real-time feedback 8. Conduct one-on-one meeting follow-ups 9. Lead by example by giving feedback 10. Set clear expectations

Fight for feedback, it is given so sparingly and its importance is priceless. Pull everything up your sleeves to get them, insist on them as best you know how. How else will you know if you are on the right track and how will you know without feedback what all needs to be adjusted in your approach to work or even completely changed? In addition to feedback from superiors or subordinates (how I don't like the term subordinates), the most important for me was the feedback from those colleagues who were on the same hierarchical ladder as me.

Embarking on a journey of experimentation and learning is akin to navigating uncharted waters. Picture Mark, a visionary entrepreneur, who didn't fear failure but embraced it as a compass for growth. His company, through bold experiments, discovered innovative solutions that reshaped industries. This exemplifies the power of experiential learning. Leaders, following Mark's lead, foster environments where calculated risks drive progress. By weaving a narrative of continuous experimentation, they cultivate a culture where lessons from setbacks propel teams toward unprecedented achievements. It's this spirit of exploration that propels organizations to new heights, transforming challenges into stepping stones.

• Through Active Interactions. • Management of Activities. • Language and Shared Stories. • Ceremonies and Rituals. • Rewards Given. • Symbols Used. • Leadership.

Ask your customers, your suppliers, past employees, and your competitors! The true culture can best be seen from the outside, how it shows up where it counts. Do your customers feel like they are just another number, or do they feel cared for? Do your suppliers feel like your team treats them fairly, in an efficient manner? Why did people depart? Sure, some people will leave for money, for remote work, and different perks, but most often they leave because there is a problem with leadership/culture. Listen with the intent to learn and improve and you can uncover all the blind spots.

It is critical to be open to the twists and turns as you are in the process of learning & understanding the current culture. As culture is perceived by humans, it will never be black and white. It is likely to shift often yet on an irregular frequency and scale. Part of being open is to be aware of your biases in order to temper them.

In global orgs, one-size-fits-all culture doesn't fly. Diverse subcultures in teams & regions thrive within the larger fabric. Focusing solely on the "macro pulse" misses the vital "micro pulse" of these smaller groups. To make individuals truly thrive, understanding and nurturing these team-level subcultures is key. This fosters engagement, collaboration, and belonging within teams, while still aligning with the overarching organizational values. It's like a majestic oak tree - strong central trunk with diverse branches, each with its own microclimate contributing to the overall health and resilience of the tree. Embrace the subcultures, nurture them, and watch your organization and individuals truly flourish.