“Organisational culture refers to the pattern of beliefs, values and learned ways of coping with experience that have developed during the course of an organisation’s history, and which tend to be manifested in its material arrangements and in the behaviours of its members.”
Schein (1985a) on the other hand suggests culture is best thought of as a set of psychological predispositions, ’basic assumptions’ that members of an organisation possess, and which leads them to think and act in certain ways. For him, it is:
“A pattern of shared basic assumptions that a group learns as it solves its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to those problems.”
The key feature of this theme is that culture is used as the correct way for new employees to behave, thereby, culture can perpetuate organisational survival and growth.
Based on hundreds of hours of reading and facilitating culture workshops in global companies we have designed our culture workshop program to work for employees, leaders and organisations. With truth and shared learning as our core values at heart.
Scaffold Culture Workshops Design & Approach
In a series of employee workshops activities and group discussion with no leaders present, we invite employees to share and explore their current and historical beliefs about working at this organisation. This gives us insight into ‘the way things are done around here’. We then explore the feelings and behavioural intentions which give us an indication of their values and perceived values of leaders and the impact these have on organisational culture. By exploring current behaviours, we also derive an insight into performance.
It’s important to remember that everyone has their ‘own truth’ and culture is as much about perceptions of how things are, than how they actually are. This is why history plays such an important role in team culture and needs to be respected and acknowledged by any new leaders coming into a post.
To talk more about how our culture workshops might help your organisation please request a callback.