Workplace Culture

The Workplace Culture session that Elle Meredith and I led at Web Directions Culture in November 2017.

Transcript

2. Workplace Culture Elle Meredith @aemeredith Lachlan Hardy @lachlanhardy blackmill.co @blackmillco
3. Elle and I are not HR professionals. We're so ware engineers who've led teams and organisations. We consult to teams and organisations about leadership and practice.
4. Some definitions
5. Diversity The state of having people in a group who differ along race, gender, sexuality, age, disability, religion, class, caregiver status, language, etc.
6. Inclusion In a diverse group, everyone feels equally included, respected, and powerful Image credit: http://www.inclusionworks.com.au
7. Culture The set of values, beliefs, shared a itudes, goals, conventions, and practices that characterises a group
8. Workplace culture The set of values, beliefs, shared a itudes, goals, conventions, and practices that characterises an institution or organisation
9. Layers of culture Who we are: how we define ourselves and our values What we believe in: spoken or unspoken beliefs Our capabilities: skills and abilities present What we do: accepted norms of behaviour, dress code, how we get work done Our environment: external forces, rewards systems, regulation
10. Culture impacts everything Retention, teamwork, creativity, motivation, productivity, pride, performance, profit, satisfaction, innovation, hiring, customers, engagement, marketing, quality, collaboration, brand, community, trust, everything.
11. How is culture developed? Repeated behaviours, le unchecked, become the norm. Regardless of desirability.
12. “80% of companies allow culture to grow organically. “ Image credit: http://sproutagency.com.au
13. Signs of unhealthy culture • People wait to be told what to do • People spend a lot of time wordsmithing messages for senior management • People agree in meetings but complain outside them • New policies are implemented whenever something goes wrong • Staff demographics are homogeneous • People are not willing to take risks or offer new ideas • Customers complain about service • People are not clear of what is expected of them • Learning and development are not a priority • There is li le consistency in how work gets done
14. Table discussion: 10min • People wait to be told what to do • People spend a lot of time wordsmithing messages for senior management • People agree in meetings but complain outside them • New policies are implemented whenever something goes wrong • Staff demographics are homogeneous • People are not willing to take risks or offer new ideas • Customers complain about service • People are not clear of what is expected of them • Learning and development are not a priority • There is li le consistency in how work gets done
15. Group discussion
16. Healthy culture How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
17. Psychological safety • An emotionally secure work environment where people bring their whole selves to work • People trust each other • Don’t blame people for mistakes How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business ⛑
18. Gradual iterative improvement • Processes are improved to deliver long term benefits rather than focus on short term results • Change is expected. As are mistakes • "Learn fast, learn o en" How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
19. Good communication • Discussions are be er than assumptions • Clear expectations are defined then adjusted as necessary • Feedback is not just welcomed, but sought out • Diverse perspectives are actively engaged with How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
20. Life is larger than work • Flexibility in when and where work is done • Engagement and support for employee and customer communities How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
21. Shared values • Clearly stated goals and values that all staff share • Common sense requires commonality • Efforts are targeted at meaningful goals How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
22. Learning and progression • Clear career paths and role definitions • Constant learning is integral to how work is done How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
23. Table discussion: 10min • Psychological safety • Gradual iterative improvement • Good communication • Life is larger than work • Shared values • Learning and progression How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
24. Group discussion How cultural diversity can be good for business, Victoria Health, 2013, https://www.vichealth.vic.gov.au/media-and-resources/publications/how-cultural-diversity-can-be-good-for-business
25. 5 minute break Next session: empathy as key
26. Empathy as key
27. Video
28. Four qualities • Perspective taking • Staying out of judgement • Recognising emotions in others, and • Communicating that back Ref: Brené Brown on Empathy, 2013, https://www.youtube.com/watch?v=1Evwgu369Jw
29. “ Empathy is feeling with people “ Ref: Brené Brown on Empathy, 2013, https://www.youtube.com/watch?v=1Evwgu369Jw
30. Empathy exercise 1: 20min 1. Write down an issue you’re having at work 2. Jumble issues together 3. Draw an issue, familiarise yourself with it 4. Take turns describing the issue as your own while the others offer advice and feedback
31. Group discussion: 5min 1. How did it feel to take on someone else’s issue as your own? 2. How did it feel to hear someone else living your issue? 3. What was it like giving advice on your own issue?
32. Effective teams
33. Effective != Productive
34. Policy by pull request
35. Distributed teams and communication channels
36. Dreyfus Squared Ref: Software Smarter by Dan North
37. Dreyfus model of skills acquisition • Novice • Advanced Beginner • Competent (aka Practitioner) • Proficient • Expert Ref: Software Smarter by Dan North
38. Dreyfus Squared Novice Advanced beginner Competent Proficient Expert Novice X X X Advanced beginner X Competent Proficient X Expert Ref: Software Smarter by Dan North
39. Seize the day Ref: Software Smarter by Dan North
40. Warm welcome Ref: Software Smarter by Dan North
41. Code critique (pull requests)
42. Shallow silos Ref: Software Smarter by Dan North
43. Summary 1. What is culture? 2. Signs of unhealthy culture 3. Signs of healthy culture 4. Empathy as key 5. Pa erns of effective teams
44. Thanks! Elle Meredith @aemeredith Lachlan Hardy @lachlanhardy blackmill.co @blackmillco