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. ...
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? A couple of months ago in Melbourne, Australia, 35 people from at least 20 different organisations came together to discuss how to enable positive cultural evolution in our organisations and worlds. ...
In our previous article How social influence can hold your organisation back, we explored how approaches to social influence and motivation can evolve. At all stages of evolution, there are a number of factors that can influence healthy thriving. In this article, we explore practical ways to enable the kind of social motivation and influence that ...
How culture surveys can inhibit cultural evolution How to measure, assess and evolve culture is an increasingly asked question, with Boards in Australia and around the world having an increased responsibility in relation to culture oversight and awareness. However, traditional definitions and measurements may do more harm than good. In our previous article we explored how engagement ...
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. In our opinion, engagement and culture surveys, as we commonly know them, are on their way to being dead and buried. Yet many organisations keep them alive and ...
How social influence can hold your organisation back and how to use it to enable evolution – Part 1 Most organisations have espoused values and behaviours to describe how people ‘should’ act and interact. These can cover anything from treating each other with respect, through to being innovative and thinking strategically. The espoused values are ...
