Do we really know why we do what we do? The Monkey Experiment (Monkey See, Monkey Do)

1. “…so, how are things really done around
here?”
- Culture
Lorraine Wrafter, 11 September 2015

2. Do we really know why we do what we do?
The Monkey Experiment (Monkey See, Monkey Do)

3. Do we really know why we do what we do?
The Monkey Experiment (Monkey See, Monkey Do)

4. Do we really know why we do what we do?
The Monkey Experiment (Monkey See, Monkey Do)

5. Do we really know why we do what we do?
The Monkey Experiment (Monkey See, Monkey Do)

6. Do we really know why we do what we do?
The Monkey Experiment (Monkey See, Monkey Do)

7. Do we really know why we do what we do?
The Monkey Experiment (Monkey See, Monkey Do)

8. Do we really know why we do what we do?
The Monkey Experiment (Monkey See, Monkey Do)

9. Do we really know why we do what we do?
The Monkey Experiment (Monkey See, Monkey Do)

10. 10
Why Culture Matters

11. Edgar Schein’s Model - Three Levels of Culture
Visible organizational
structures and business
processes
Strategies, goals, vision
Unconscious beliefs,
perceptions, thoughts and
feelings – the unwritten
rules.
Dress code
Work hours
Rites and rituals…
Are values
communicated to
employees,
customers,
suppliers… aligned?
How are decisions
made, conflicts
resolved…watch out
for the signals

12. 12
On Leadership…

13. 13
Remember…..
national culture influences organisation
culture!

14. 14
The same rule can be interpreted differently depending on the national
culture!
and how rules are interpreted…..

15. Three Levers to Change
Decision making:
structure and governance vs how decisions are really made
Power of meetings
how does this group really behave
Dealing with conflict
How is really conflict handled ? Is there an elephant in the
room?
observe …and clarify with the leadership team

16. 16
You need to acknowledge and
address the past.
Don’t get stuck
in the past
Warning!

17. 17
New campaign!

18. Surveys
V
Interviews
Culture Assessments: which?

19. Signals/symbols that mean “we really are going to change”
It can be small…. with
significant impact

20. 20
Change implementation; culture first, strategy second..

21. 21
Finally….
Are they aligned to the future culture?

22. 22
Reference