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Workplace Culture Elle Meredith @aemeredith Lachlan Hardy @lachlanhardy blackmill.co @blackmillco 

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. 

Some definitions 

Diversity The state of having people in a group who differ along race, gender, sexuality, age, disability, religion, class, caregiver status, language, etc. 

Inclusion In a diverse group, everyone feels equally included, respected, and powerful Image credit: http://www.inclusionworks.com.au 

Culture The set of values, beliefs, shared a itudes, goals, conventions, and practices that characterises a group 

Workplace culture The set of values, beliefs, shared a itudes, goals, conventions, and practices that characterises an institution or organisation 

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 

Culture impacts everything Retention, teamwork, creativity, motivation, productivity, pride, performance, profit, satisfaction, innovation, hiring, customers, engagement, marketing, quality, collaboration, brand, community, trust, everything. 

How is culture developed? Repeated behaviours, le unchecked, become the norm. Regardless of desirability. 

“80% of companies allow culture to grow organically. “ Image credit: http://sproutagency.com.au 

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 

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 

Group discussion 

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 

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 ⛑ 

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 

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 

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 

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 

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 

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 

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 

5 minute break Next session: empathy as key 

Empathy as key 

Video 

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 

“ Empathy is feeling with people “ Ref: Brené Brown on Empathy, 2013, https://www.youtube.com/watch?v=1Evwgu369Jw 

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 

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? 

Effective teams 

Effective != Productive 

Policy by pull request 

Distributed teams and communication channels 

Dreyfus Squared Ref: Software Smarter by Dan North 

Dreyfus model of skills acquisition • Novice • Advanced Beginner • Competent (aka Practitioner) • Proficient • Expert Ref: Software Smarter by Dan North 

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 

Seize the day Ref: Software Smarter by Dan North 

Warm welcome Ref: Software Smarter by Dan North 

Code critique (pull requests) 

Shallow silos Ref: Software Smarter by Dan North 

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 

Thanks! Elle Meredith @aemeredith Lachlan Hardy @lachlanhardy blackmill.co @blackmillco