1. what I’ve learned about
culture
transformation
and the impact of leadership
presentation by MARCUS WADDS

2. what is it?
culture and
engagement

3. The shared behaviours and belief characteristics
of an organisation as exhibited by
the stated and unstated rules and expectations,
prevailing values, norms, behaviours and
systems that define an organisation.
“It’s just how we do
things around here.”
culture is

4. engagement is
...the emotional and intellectual commitment
of an individual or group to build and sustain
strong business performance.
The focus of any engagement process should not only be on
how to engage employees, but also on how to maintain
engagement among those already engaged and contributing.

5. culture matters more
in tough times!
It drives everything…
where money is spent
where decisions are made
how people treat each other
successful implementation

6. culture?
you’re standing in it!
“When the cultures are our own, they often go
unnoticed until we try to implement a new strategy
or program that is incompatible with their central
norms and values. Then we observe, first hand,
the power of culture.
John P. Kotter & James L. Heskett,
Corporate Culture & Performance

7. we have two choices…
harness the power of agreement
allow unknown forces to continue
culture?
you’re standing in it!
Roger Cowan
CEO, Distil International

8. and the bottom line
culture
Kotter and Heskett
Return On Investment
Less Efficient
Culture
Denison
Participative
Culture
Cameron and Quinn
Outcome of change efforts
Reason for failure:
A neglect of the
organisation’s culture.
Over 11 Years
Succeeded
Failed

9. can we improve
change
influence
control
maintain
our culture?

10. “Itjustmakes good
business sense tocreate an
environment where people
wanttocome towork.”
Founder/MD
culture flows from
the top down
2002 2003 2004
“…andfrom apersonal
perspective, Ijust prefer to
come toa workplace where
peopleare happy and
havingagoodtime.”

11. “As senior leaders of this
business are youready to
take thewheel and drive
ourculture?”
Founder/MD
culture flows from
the top down
2009

12. culture flows from
the top down
“Imaginewhatwewillachieve
whenwebringthe
peoplewithus…”
CEO,Australasia

13. culture infects from
the front line up
empower your people
to make a difference

14. • not sufficient contact with senior leaders
• not safe to speak up
• not good at promoting people
• benefits are not as good
• managers not good at building teamwork
• no opportunities for input before changes are made
• no effort to get the opinions and thinking of employees
• too lenient with employees who perform poorly
• don’t take the opportunity to share knowledge
• teams don’t get feedback on how they perform
• it wouldn’t take a lot for to look for another employer
Low
Scoring
Areas
engagement has a lot to do with
communication

15. • not sufficient contact with senior leaders
• not safe to speak up
• not good at promoting people
• benefits are not as good
• managers not good at building teamwork
• no opportunities for input before changes are made
• no effort to get the opinions and thinking of employees
• too lenient with employees who perform poorly
Low
Scoring
Areas
•
•
•
don’t take the opportunity to share knowledge
teams don’t get feedback on how they perform
it wouldn't take a lot for to look for another employer
engagement has a lot to do with
communication

16. communicate your messages

17. communicate your messages

18. live and breathe values
practice radical transparency
humanise the leadership
release your champions
have lots of fun
create motivational awards
share photos and videos
promote social responsibility
be there in person
ask your people...
where can we start?

19. what are the benefits?
lower voluntary turnover
reduced absenteeism
higher productivity
more innovation
more successful implementation
increased customer satisfaction
attractive EVP
reduced recruitment costs
higher quality candidates
happy people!

20. driving culture winners
We create an inclusive environment
“where talents and ideas can flourish and
also drive business results.
Neeraj Chadha
Vice-presidentAustralia, Marriott Hotels & Resorts
2013 Employer Of Choice

21. driving culture winners
It is easy to do in good times but what is truly defining
is sticking to our strategy when businesses conditions
are challenging.
Chris Ward
Managing Partner, Cooper Grace Ward Lawyers
2013 Employer Of Choice
Being a Best Employer is about leadership and
“commitment. It is about our leaders embracing the
strategy and the desired actions and then living
this each and every day.

22. driving culture winners
With such overwhelming evidence about the link
“between high engagement and great business results,
why wouldn't you create a great place to work?
Mark Ratcliffe
Chief Executive, Chorus
2013 Employer Of Choice

23. driving culture
The single most important factor that distinguishes
“major culture initiatives that succeed from those
that fail is competent leadership at the top.
John P. Kotter & James L. Heskett,
Corporate Culture & Performance

24. driving culture
Real culture drive needs the CEO,
“executive team, internal change agents
and external change agents, all singing
from the same song sheet.
Quentin Jones
Director, Human Synergistics

25. So, to avoid the trap of failure…
Succeeded
Failed

26. are you and your leaders
ready to drive your culture?
your people need you!

27. contact
presentation by MARCUS WADDS
people  culture  engagement  communications
email marcus.wadds@gmail.com
https://au.linkedin.com/in/marcuswadds