Our project approach is build on four phases in 5 weeks.
- Phase 1: During an initial interview phase with stakeholders and leaders in a company, we draft the initial problem landscape (1 week).
- Phase 2: Our team works in your company for 2 weeks embedded in different teams. Cultural values and their impact on information flow, decision making and problem solving processes are analysed.
- Phase 3: Research findings are presented with the pseudomorph framework. Workshops and retrospective meetings are scheduled (2 weeks).
- Phase 4: Our teams creates learning experiences during daily work by reflecting on micro-interactions to broaden consciousness, improve pattern recognition in perception and attention.
Corporate Culture as collective attitude toward learning, growth and change
Corporate culture can be seen as the invisible net that holds employees together. It provides a certain level of security for one’s individual risk management, but at the same time it limits potential by setting expectations, which makes out performance harder, and less likely to happen.
It is said, that the solution lies hidden inside the problem. This means, that the more time we spend on the understanding of a problem, the easier it is to solve. Common practice in problem solving is, to solve only a symptom but not the cause itself. We help your employees understand how they are themselves part of of the problem and what they can do to change.
One way to change cultures is through careful assessment through “engagement reviews” and then to implement change programs, like communication training, or a team building event. Other companies are using fitness trackers to help their employees improve their lifestyles. Big data can help us to track and identify various patterns that need changing. The shortcoming of big data analysis is, that the victims of a bad culture, are also its creators. Big Data analysis is useful to identify pattern, but social change needs to happen for the people by the people.
The same way designers integrate their customers into the creative development flow, to ensure the most balanced progress of collaborative learning. The same principles can be translated to and applied in any social group.