Leaders can implement various strategies but a deeply ingrained organizational culture can resist if not downright reject any efforts for change. This webinar will expound on the importance of organizational culture buttressed by established values and how these can impact organizational and individual outcomes.
This session’s speaker is Dr. Rich Martin. He’s had a prolific law enforcement career in various roles including crime scene technician, undercover narcotics officer, police SCUBA diver, among others. Upon retiring, he became a college professor and became the Program Director for the accelerated criminal justice programs at Keuka College. He is currently a part of the John Maxwell Team that provides leadership and organizational performance training and coaching.
Specifics discussed in this session include:
- The LAPD Rampart Division CRASH unit that illustrated how the culture within a team took over and unfortunately ended up in a scandal that dragged the entire department.
- Culture 101: Defining culture, the levels of culture that we’re subjected to, and how these levels may be in conflict with each other.
- What organizational culture is, how it is created and where it comes from.
- How the lack of understanding of the nuances of organizational culture can lead to failure when implementing strategies as seen in community policing and procedural justice initiatives.
- How organizational culture influences a lot of the outcomes in both the public and private sector not just for the organizations but also the individuals.
- The fact that organizational culture develops with or without the leader prompting it but just based on the values, decisions, and actions of the employees within.
- How observable artifacts, underlying assumptions that operate at the subconscious level, and values constitute the concept of culture.
- The Schwartz Value Theory that emphasizes how values are linked with emotions, motivates action, acts as standards, and are ranked by relative importance which ultimately guides our decisions and behavior.
- The concept of the Plaque Problem where values end up posted in walls but rarely practiced thus ineffective.
- The danger of empty values to the organization, the people working in it, and the population it’s serving.
- The leaders’ key role in shaping the organizational culture by…
- Setting an example and modeling the values and behavior they want their subordinates to adopt.
- Focusing attention on values and resulting actions and decision that they want to be emphasized.
- Allocating rewards to desired behaviors to reinforce it.
- Hiring the right people and firing the wrong ones to show that conduct that is not in accordance with established values is not condoned.
- How appropriately reacting to crisis exposed the organization’s true values.
Questions from the webinar attendees were about:
- Ways that a leader can clarify core values for an organization through modeling, communication, training, and day-to-day interactions.
- The difference and link between the organization’s mission statement, vision, and values.
- Managing interpretations and perceptions of organizational values driven by the majority culture.
- Dealing with a culture where there’s a lack of accountability and leaders that don’t demonstrate the values of the organizations.
Other Webinars with this Presenter:
- Culture will Develop with or without You: The Importance of Leadership in Creating the Desired Organizational Culture (this webinar)
- December 9: Practicing Procedural Justice Internally to Foster its Practice Externally
Resources and Handouts
- “Excellent presentation on the foundations of leadership.” — Allison
- “The information shared was very valuable in understanding how culture puts value on decisions that govern how we behave with differing cultures. Thank you!” — Angela
- “All the information provided was important and needed. What we ignore we condone really resonated with me. And, the info on the Plaque Problem with empty values also really stood out.” — Amy
- “Good webinar with a birds-eye view perspective. Culture is a large topic to discuss in a short period of time. I am sure there are more topics that dive into more depth on Culture. This was a good webinar to get your mind thinking and if you are starting at zero with knowledge of culture.” — Daina
- “All of it [was good]! Particularly appreciated the slide deck emphasizing the facilitators points. “Culture eats strategy for breakfast” was quite powerful. Thanks you!” — Jenny
- “I appreciated the honesty regarding how policing got into this situation and the need for policy reform from the top down.” — Jess
- “This was an amazing webinar. I love the job I do with the agency I’m with and it’s a good fit for me. I have seen others, like Dr. Martin said, it’s not a good fit. I now have a better insight as to why that is. Thank you Dr. Martin. I have been a follower of John C. Maxwell Leadership for many years.” — Kathy
- “The presentation was spot on. Any topic related to culture is always fascinating and helpful.” — Melissa