Survey making and taking has become part of our way of living and doing business. These range from customer feedback surveys to engagement, climate and culture surveys. As our clients understand more about how people and culture can evolve, they begin to realise that many traditional surveys can have an adverse impact on capacities they ...
In our experience, we have found that many diagnostics and surveys have inbuilt assumptions about one right answer, about static relationships between cause and effect, or that all perspectives are equally informed. Survey results gather the perceptions and observations of individuals. Any observation an individual makes of others or a culture is informed by their ...
In the first lockdown, we made significant progress towards flexible work arrangements. As things eased, rather than allowing genuine worker-led flexibility, there has been a desire to control when and how people work. While a lot of organisations have picked up the language and concepts of complexity and adaptation during our recent disruptions, our observation is that many of ...
In Part 1 of this article, we shared frameworks used to explore the potential of a co-evolving organisation. As you consider evolving your organisation, leadership and culture, the following ideas, principles, perspectives and questions may be of interest. These questions and perspectives were generated in a recent Adaptive Cultures community gathering. The conversation explored ways ...
How often do potentially expansive discussions devolve into people sharing from experience and expertise rather than thinking critically and generating new or original ideas? Insight from a workshop we ran in 2019, 35 people from at least 20 different organisations came together to discuss how to enable positive cultural evolution in our organisations and worlds. ...
Caring for life, family and community during COVID-19 Over the last weeks, at Adaptive Cultures much of our focus has been on supporting our team and our clients through extraordinary disruption. Above and beyond this, we have also had the needs of families and friends take centre stage as I am sure many of you ...
Adaptive Cultures’ clients often ask: “How many people do we need to engage in the transformation for cultural evolution to occur?” The number of people is critical, and we often see powerful momentum building when around 30 per cent of an organisation has started to work in a new way and think from a different ...
Evolving Culture Due Diligence The scenario may be scarily familiar– the forty-point checklist in the due diligence process. A couple of these points are likely to relate to culture. Part of “ticking” them off the checklist might involve discussion on shared values, behaviours and mindsets (as well as systems and processes). These may include many ...
“There is an intimate relationship between inner and outer, between self and world, and they co-evolve. And as we change, what is revealed to us about the world changes as well. And beyond that, the world itself changes to meet us in certain ways” – Charles Einstein The notion of co-evolution is becoming more mainstream ...
As external culture and leadership guides and educators, at the core of our work with our partners is a shared intention to create a more adaptive organisation for the benefit of people and our planet. At Adaptive Cultures, we continue to reflect on the difference between moderate and extraordinary success in our partnerships with organisations. ...
