This is how we do things here...
Culture: a pattern of human activity and the symbolic structures that give these activities meaning. In a philosophical sense culture, that which is learned or acquired, is put opposite nature, what you are born with. Ok. Culture is learned (acquired), you can do something with it. Therefore it’s not strange that the concept of culture is embraced in management and organisational literature. The literature shows that company culture definitely influences company performance. It is therefore something to take seriously in your organisation.
Culture is determined by standards, values and assumptions of the reality of (groups of) people in an organisation these will result in certain behaviour and results. You can guess what happens if people have the wrong assumptions!
A relationship between culture (behaviour) and structure (groups of people) within an organisation; and the importance of correct assumptions about how things are done.
We've come a long way.
- Culture is for recruitment what a product is for marketing.
- Culture is like super-glue; a good culture attracts people and contributes to boosting performance.
But also realise that culture happens. Whether you plan it or not, it still happens. So why not cultivate a good culture. How? Start with the #culturecode game!
The Culturecode: a game with results
Culture exists, it’s already happening among us. In our programs we use the iceberg by McClelland to challenge our customers to look beyond your employees or your own (visible) behaviour. That’s only the tip of the iceberg. What’s underneath is much more interesting and that’s exactly what you need to work with: knowledge and skills, standards and values, motivation and ambition and who you really are as a person.
Edgar Schein also uses this model in organisations. Below is a rough translation of the model:
Here the core of a culture is the organisations ideology, the core values (how do we do things) but also the main goal (why do we do things). The two together create a balance of involvement and understanding.
These things translate into certain behaviour, (new) rituals, living the core values. Don’t talk about another person, but talk to the other person.
The best way to make this take root in an organisation is by finding that it works. Replace ‘old’ symbols with new ones and experience ‘good culture’. Learning is experience and sharing. This good culture becomes noticeable and touchable.
The #CultureCode uses a series of assignments to bring together words and images that represents a culture that unites and is fond of people. We move from talking to doing. That is Windkracht-11.
Why use the Culture code?
- The CultureCode causes people to think for themselves and is therefore perfectly suitable to ‘het nieuwe leren’.
- The CultureCode is an interactive game that will inspire new insights.
- The CultureCode is especially helpful giving insight into cultural differences in international organisations and contexts.
Would you like to know more about the #CultureCode game and how we can use this in your organisation? Contact below for a refreshing, inspirational hour that will tell you everything!