![]() What we can do instead is measure what we have, and influence it to create more of a certain type of behaviour, and less of another. We simply can't draw up an “ideal culture” and then deploy it. What to do about it? It’s clear that culture is complex and can't be designed. ![]() They may also react to changes in wildly different ways. If the culture is incoherent, people will find it difficult to agree on which way to go. And companies that are unaware of their culture, uninterested in what it means, or lacking the right tools, risk ending up with a culture that does not fit their strategy.Ĭulture also plays a very important role in determining how people react to change. It has a very strong influence on how people behave. It is the context of all activities within an organization and sets the norms for what behaviour is acceptable and what is not acceptable. Together with 50+ participants, we explored the importance of culture and various ways of making the culture visible both in theory and practice.Ĭulture is, briefly, “the way we do things around here”. On October 14, I held a webinar about the first principle of ORGANIC agility. What to expect from an agile42 training session. ![]() Design Sprints: The Innovation Method from Google Ventures.Advanced Certified Scrum Product Owner (A-CSPO).Certified Scrum Professional-ScrumMaster (CSP-SM).Advanced Certified Scrum Master (A-CSM). ![]()
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