The Culture Factor DACH

At #TheCultureFactor2024, industry giants like Airbus, OnLogic, and more surprise guests will step into the spotlight to share exclusive insights you won’t hear anywhere else! Don’t miss your chance to learn from the best—register today before it’s too late! #LeadershipInAction #CorporateCulture #GlobalLeadership #InnovationCulture #OrganizationalDevelopment

What is common between Google and Walmart? a.    Both are exceptionally successful companies and more importantly b.    Both are enabled by very distinctive cultures in total alignment with their Business contexts Google (Alphabet Inc.) Nature of Business: Technology and Innovation. Strategic Intent: To organize the world's information and make it universally accessible and useful. Business Environment: Highly competitive, rapidly changing, and innovation-driven industry. Culture: Innovation and Creativity: Employees are encouraged to think big, experiment, and take risks. The famous "20% time" policy. Open Communication: Promotes a flat organizational structure with open communication channels, allowing employees at all levels to share ideas and collaborate across teams.   Work-Life Balance: Extensive employee benefits and a flexible work environment, supporting a work-life balance that helps attract top talent in a competitive industry. Walmart Inc. Nature of Business: Mass-Market Retailing Strategic Intent: To save people money so they can live better. Business Environment: Cost-sensitive, highly competitive retail market with a focus on operational efficiency. Culture: Cost-Consciousness: Deeply rooted in operational efficiency and cost reduction. Employees are trained to be mindful of costs in every aspect of their work - critical to maintaining Walmart’s low-price leadership strategy. Customer-Centricity: Strong emphasis on serving customers often through rigorous performance metrics Discipline and Efficiency: Logistics and supply chain operations are highly streamlined. Employees are expected to follow strict operational guidelines to ensure consistency and efficiency across all stores. Is your company culture aligned to your business context?

How #theculturefactor works is to take reality into account. And to do this from multiple angles. As employer: You have your reality and the restraints attached to them (Economical, legislative, etc.) As owner: You have your strategic goals As employee: You have your own personal reality, the way you work every day and the way you would like to work. And this is precisely the reason why so many organisations choose to work with us. Culture is multi-layered and multi-faceted. Simplistic approaches don't work. The biggest challenge is to keep a complex thing such as culture simple, but without losing the multiple strings attached...

Before you go all hype on employee engagement surveys, consider the potential Strategic Imperative of measuring and designing optimum Organizational Culture first... perhaps your organization's problem is not really engagement, and perhaps employee engagement (giving employees what they want) is the culprit behind your organization's growth and effectiveness... Read carefully: https://lnkd.in/d7g9-BaX #organizationalculture #leadership #theculturefactor @ The Culture Factor Group #leadership #organizationalchange #strategicgoals Special thanks to The Culture Factor MENA and Stanton Chase Middle East teams for being a continuous inspiration to organizations that we work with to help them build businesses that grow sustainably into the strategic future. Panos Manolopoulos, Inge Van Belle, Maya Najjar, Rose Hindy, Julien Abou Khalil, Kanu Rajguru, Paul Holm, Hanan Majari, Nadi Fakhoury, Egbert Schram, Peter Gryko, Dr Okechukwu Okere.

Decision-making in diverse teams requires a nuanced approach. Our *Global Report 2024* reveals how adapting your leadership style to cultural contexts can lead to better engagement and results. Get the report and join our webinar for practical strategies. https://hubs.li/Q02CZb2B0

What is your preferred leadership style? And how would you describe your current leadership style? We asked these questions to 150,000 respondents in 600 organizations in 180 countries. The options were (the name of the style was not displayed to respondents): Paternalistic Leader: Usually makes decisions promptly, but before implementing them, tries to explain them fully to his/her subordinates. Provides the reasons behind the decisions and answers whatever questions they may have. Consultative Leader: Usually consults with subordinates before reaching a decision. Listens to their advice, considers it and then announces their decisions. In return, the leader expects all to work to implement the decision, regardless of whether or not they are in accordance with their opinions. Democratic Leader: Usually calls a meeting with subordinates when there is an important decision to be made, and puts the problem before the group and invites discussion. Leader accepts the majority viewpoint as the decision. Autocratic Leader: Usually makes decisions promptly and communicates them to subordinates clearly and firmly. Expects them to carry out the decisions loyally and without challenge. Most of the world prefers consultative leadership, while some countries, notably around the equator, prefer democratic leadership within organizations. It appears that in countries known for the greatest inequalities, the desire for equality is the greatest. #Japan, as often, is an exception—the Japanese prefer a paternalistic leadership style, which is also the one that is most prevalent in the country. In several countries, desired and actual leadership styles are aligned, while in others, they are not. Nobody desires autocratic leadership, yet it is reported as the predominant style in #Mexico and #Indonesia. Interactive map https://lnkd.in/dKXCbBKJ Read our full report on the website: https://lnkd.in/ddGdJMKT Sign up for the webinar on these insights on July 16: https://lnkd.in/dwPzvAnQ #leadership #theculturefactor

Navigating the complexities of a global workplace? Our *Global Report 2024* offers essential insights for leaders, exploring how cultural nuances impact team performance and employee satisfaction. Download your copy and register for our upcoming webinar to learn more. https://hubs.li/Q02yNcgb0 #TheCultureFactor #OrganizationalCulture #Leadership

I'm thrilled to announce that our article "Extracting organizational culture from text: the development and validation of a theory-driven tool for digital data" has been accepted and published in the prestigious European Journal of Work and Organizational Psychology. The article focuses on developing and validating a tool that analyzes organizational texts, such as employee reviews and meeting transcripts, to describe organizational culture according to the Multi-focus Model. This model is applied by The Culture Factor Group to help organizations optimize their culture. What sets our project apart from previous ones is: - A theory-driven approach rather than a data-driven one. - Utilizing a vast array of text sources for development (26 million words from employee reviews of 526 companies, 1,121 mission and vision statements, and 285 company websites). - A mixed-methods approach combining expert ratings and computational linguistics. One surprising finding for me was how much the relationship between cultural dimensions in surveys is reflected in the language used in the survey questions. The full article can be read online or downloaded with open access: https://lnkd.in/d6VupVwb The article is part of my dissertation and the result of a collaborative research project funded by Business Finland. I would like to thank all my co-authors: M. Murat Ardag, Ph.D., in memoriam Peter Holtz, Johannes Großer, Carina Hartz, Hester Van Herk, Michael Bender, Klaus Boehnke, and, particularly, Henrik Dobewall, whose brainchild this project was. Special thanks to Egbert Schram, CEO of The Culture Factor Group, for supporting this project, and to Karsten Schulte-Deußen and his team at GPTW Deutschland and Bilal Ojjeh of MBA-Exchange.com for providing text data on companies. I also thank the organizational culture experts who spent countless hours categorizing words and phrases: Peter Gryko, Carmen Lam, Daniela Kaneva, George L., Navkaran Singh, Philip Lafeber, Sumiko Shimo, Wanne Wiersinga, Michael Siller #theculturefactor #organizationalculture #linguistics #multifocusmodel

What is your preferred leadership style? And how would you describe your current leadership style? We asked these questions to 150,000 respondents in 600 organizations in 180 countries. The options were (the name of the style was not displayed to respondents): Paternalistic Leader: Usually makes decisions promptly, but before implementing them, tries to explain them fully to his/her subordinates. Provides the reasons behind the decisions and answers whatever questions they may have. Consultative Leader: Usually consults with subordinates before reaching a decision. Listens to their advice, considers it and then announces their decisions. In return, the leader expects all to work to implement the decision, regardless of whether or not they are in accordance with their opinions. Democratic Leader: Usually calls a meeting with subordinates when there is an important decision to be made, and puts the problem before the group and invites discussion. Leader accepts the majority viewpoint as the decision. Autocratic Leader: Usually makes decisions promptly and communicates them to subordinates clearly and firmly. Expects them to carry out the decisions loyally and without challenge. Most of the world prefers consultative leadership, while some countries, notably around the equator, prefer democratic leadership within organizations. It appears that in countries known for the greatest inequalities, the desire for equality is the greatest. #Japan, as often, is an exception—the Japanese prefer a paternalistic leadership style, which is also the one that is most prevalent in the country. In several countries, desired and actual leadership styles are aligned, while in others, they are not. Nobody desires autocratic leadership, yet it is reported as the predominant style in #Mexico and #Indonesia. Interactive map https://lnkd.in/dKXCbBKJ Read our full report on the website: https://lnkd.in/ddGdJMKT Sign up for the webinar on these insights on July 16: https://lnkd.in/dwPzvAnQ #leadership #theculturefactor