Replying to LO24292 --
Kiall Marsh (LO24292) writes
>Does anyone have ideas on how to measure
>the difference between corporate culture and operational " paradigms " ?
I'm not sure of two things here: firstly, the need to distinguish between
culture and paradigm (I'll explain in a minute) and secondly the value (or
even the possibility) of 'measuring' culture.
I currently find it useful to see culture as the outworking of a
particular organisational paradigm. Furthermore I see that paradigm as
being an *emergent* result of all the conversations and interactions
between the people in the organisation.
If culture, or the paradigm at the heart of it, is truly emergent then it
will require a complex systems perspective to appreciate it. I've expanded
this view in my article on Culture and Complexity at
http://www.new-paradigm.co.uk/culture-complex
Furthermore, the complex systems perspective warns us against trying any
mechanical approaches to any form of organisational change - especially
when dealing with culture. If culture is an emergent phenomenon then what
is required is to try to facilitate a new emergence. This is a subtle and
often frustrating process, closer to the act of creation than to
re-engineering.
I currently believe that there are a number of factors affecting emergence
in human systems (a synopsis can be found at
http://www.hum.sdu.dk/center/filosofi/emergence/ under 'abstracts').
Without explanation (for space reasons) these are:
* Connectivity
* Information flow
* Diversity
* Lack of inhibitors
* Good boundaries
* Explicit desires
* Watchful patience
To change or create a culture it will be helpful to pay particular
attention to these.
One of the keys to changing or aligning a culture is diagnosing the
current culture. Some people advocate measurement as the way to do this.
I prefer more affective and creative approaches, enabling people to
inquire together into the nature of their current paradigm. I believe that
the act of inquiring into the current culture can itself be a powerful
influence in helping a culture to change. I don't believe that surveys and
questionnaires have the same effect.
There is so much more to say but I don't want to take up too much
bandwidth on-list. Good luck with your inquiries into your own culture. I
hope they bear fruit.
Best wishes,
Richard.
Richard Seel
New Paradigm Consulting
Organisation Consultancy & Development
richard@new-paradigm.co.uk
http://www.new-paradigm.co.uk
Seabrink, Beach Road, Bacton Green, Norfolk NR12 0EP, UK.
+44 (0)1692 650 706
--Richard Seel <richard@richard-seel.demon.co.uk>
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