Jos Opdeweegh On Corporate Culture

Jozef Opdeweegh – Corporate Culture Interview

Video Transcription

Intro

Jos, we wanted to talk today about driving transformation through corporate culture it’s a phrase we hear a lot about corporate culture. What does it actually mean to you?

What is Corporate Culture?

Corporate culture, in my mind, is the what is corporate culture combination of a set of core behaviors and values that unify a group. Unifies if you want a group of people, whether it’s a corporation, whether it’s an association of people or what have you, and so on.

Corporate Context

Corporate culture is the set of core behaviors and core values that unify, in our particular case, the citizens if you want to connect a group, it’s hard to encourage in a bigger environment.

Environment

The company but there are a lot of factors in the environment that also determines, obviously, how hard it is to implement cultural change, and the legacy of the business is one of them. You may have a small company that has a certain legacy that stems from a much larger PLC background or may have had a much larger market gap. It is complex for instance, Connect Group is a good example, I would say there are other elements, such as the average tenure of

the workforce if you have a younger workforce, it’s easier to implement cultural change, and if you have all the work for us if you work in a very competitive environment where you have

to show agility because of the competitive framework. Where you have to be creative and you have to come up with new ideas or new products that are an easier environment because it’s much less change of first than other environments. So, there are a lot of sort of dynamic aspects that surround if you want an organization that determines how quickly you can implement change, but as a rule, it’s easier, obviously, in smaller organizations than our large organizations.

Tips

Experience in evolving corporate cultures what would your tips be house should we go about I think it’s about repeat repeat repeat I think it’s about starting every meeting after you do your

safety message with the core behaviors that typify the citizen of connect group and not

just in the sense of ‘hey, these are our six or behaviors or core values,’ no utilize specific examples of how adhering to those core behaviors has helped the organization or the individual and in terms of achieving certain personal goals or certain professional goals. That’s the way to start I think every meeting in addition to that we.

Message

Have to carry the message the leadership team has to carry the message when we dour town halls; we have to talk about culture time and time again I always say if you don’t get tired of hearing yourself talking about the core behavior, you should haven’t spoken about

them enough, it’s almost a politician’s life if you want in terms of talking about that specific topic. But it’s extremely important, and one of the things that I would say are the larger the task is the transformational task that’s in front of you, the larger the importance becomes of the corporate culture and the larger the importance of having everybody aligns in terms of behaviors become right so, I would.

Conclusion

Say corporate culture is also a very important tool and in accelerating large transformational tasks, and we shouldn’t of course, engage in an exercise of self-deception cultural change takes

time but most certainly you accelerate the process by talking about it and by giving specific examples and by making it a living conversation rather than you know some words on a poster somewhere it’s written on the wall, yes thank you very much for sharing your views, thank you.

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