Creating a Culture That Thrives Throughout Change
Discover the difference between culture and engagement with Dan Denison.
Recent research from the Global Center for Digital Business Transformation by Cisco IMD shows that businesses throughout 12 different industries experience digital disruption every 3.1 years. How can organizations set themselves up for success while creating a positive company culture when change is the new normal? Our partner at Denison Consulting, Dan Denison was kind enough offer his insights on how the landscape for businesses has shifted.
“It’s always hard to remember, especially as organizations get bigger, that they are human creations. It used to be that organizations would last for decades, and thus you could take a step by step approach, and let a culture evolve over time with some good principal leadership. Markets didn’t change too much, so what worked last year would probably work the next year.
Mindlessness is sometimes defined as trying to solve tomorrow’s problems with yesterday’s solutions. Today, it’s actually so dynamic that a lot of firms that have incredible potential today sort of disappear within 3–5 years. What it means for organizations is that today what used to happen implicitly needs to actually happen explicitly as you create a work environment that’s going to deliver on a strategy for its people and for it’s customers.”
Listening is required when creating a company culture of respect and trust. Promoting that kind of culture is our purpose at Waggl, and Dan’s informed framework is an essential part of our toolkit. Organizations with listening cultures respond to constant change with agility, and create engaged and innovative environments that allow individuals to thrive. We asked Dan what he felt the difference was between culture and engagement.
“Culture is of the nature of the work environment, the organization, the system that people create. Engagement is the reaction that members of the organization have to that work environment.
Different kinds of organizations attract different kinds of people, but being inclusive and listening to your people, responding to them, is really a universal point of power here. Without that you can’t really get the individuals to buy in, and after all, over time the people make the plays. The organization creates its own culture, and engaging people in that process is absolutely core to it.”
This last month marked our one year mark of the partnership between Waggl and Denison Consulting. It’s been an exciting phase of growth for Waggl, and one filled with gathering actionable insights for organizations using the D-12 Module. The progressive leaders that are choosing to use Waggl within their organizations gain the ultimate competitive advantage by fostering a listening culture.