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Environment, Organizational church in a church, Life Cycle of org.,…
Environment
Struture
Human Resource
Politices
Symbolic
God's activities
Organizational church in a church
what or who is celebrated?
what is measured?
how is important communication handeles?
how ar decion made?
What is your church's most prevalent leadership style?
What is your church's cultural personality?
Others?
Life Cycle of org.
Birth event
Growth stage
Maturity stage
Decline stage
Renewal
Challenges of External Purpose and Adaptation
Mission and strategy
Goals
Means
Measuremnt :
correstion. what goal not met?
Leadership behaviors for changing culture
Formlate a clear strategic vision
Display leadership commitment
Modify the organization to support org. change.
Select and socialize newcomers and terminate deviants
develop ethical and legal sensitivity
Middle Management
Top management. what is their concern?
Technical suport staf
Technical core
Administrative support staff
Teams rewiew the Cradle A case
How should she approach the task of restructuring the Society?
What tasks would she try to accomplish in her first 90 days?
What would be her major objectives for years one, two and three?
Questions?
Some practical Principles for changing culture
Engage focus groups to define how the culture is helping and hindering work...
Do not oversimplify cultue
Don't focus on culture because it can be a bottomless pit. get groups involve solving problems...
Focus more on an actual problem....why would you wnt to do that? why do you think you need to change at all?
Organization culture: social DNA of org. way of org, feel, people feel, habit.
where people grow up. round house.
Challenges of internal cohesiveness and coordination
what organizations do
bring together resources to achieve desire goals and outcomes
produce good a and servicw
Org. culture levels
The organization in Context
Geert Hofsteds's Six cultural dimension
money, vision, result, getting the job done
keep the system running
so that Technical core, can get the job done
Mintzberge's structural Model
Environmental change and complexity
Envirnmonttal change
Environmental complizity
Stakeholders in an organization
think very carefully about the group, you don't have thought of. important to map out.
no vision, management issue,,,ex. dirrector made all decision. staff no part.. $ passive, no plan for fund raising...
create the awareness. 2. change leadership.
started with simple beginning....she started with her good heart, passion.
build up vision. raise up leadership team, inform the whole staff team. what is going to happen...communication.
part of the restructor: policy
bring training,,,,bring skilled people in the team
year 1. Team: build up a leadership team, and communicate. bring more specialty, financial management, budgeting, and marketing. administration. first 3 months (restructuring, vision, mission, plan) ....
year 2, evaluate- impliment/Practice and evaluate...
year 3. thriving,
Fundraising event, Technology, nursing, updating system....
understand transition!
the method of adopting: more counseling,,,
What normally it take to adjust the system? how to bring news staff, and train old staff?
tunning...
investment....how it looks?
is there something more than adoption?, marching parents, or ....provision something good .
personal reflection: 3 months of training: team dynamic, vision, mission, values. what we need. quarterly meeting to evaluate....or
Day 2.
culture shape the way we think. a lot of what we do. compare to iceberg...
experiences,,,emotional , value is principle for choosing what is good what is desirable.
Visibal
lessvisible
invisible: underlyng belifs, think about your worldview, how you look at the world. e.g. people working cross culture, take time. e.g usa, very individualistic, everyone by themselves. but other place, group culture.
mental mapping
what is come to change: emotion (logical, emotional), they layer underneat is very important.
who is in? who is out?
you fit in or not? feel the same as this group feel or not?
defining group : are you really in? fit in?
Creating a common language...win, build , send (common concept),
how to make them in?....
distributing power ans status: " pecking order"
developing norms of intimacy, frienship and love. how do men and women relate to one another?
defining and allocating rewards and punishments: what behavioer that get you rewarded? what behavior not suppose to ahppen?
explaining unexplainable-ideology and religion: deep layer, how the universe work...
develping consensus on goals...
org. structure, divison of labors
how org. culture develops.
Analyzing things such as ministry or church's leadership, valure, vision statement, structure...worship service...
A key to effective ministy leadership....cultre of the ministry.
like iceberg example...
Tradition: men and women
some culture only thought about today, not long term.
The culture of a group can be defined as a pattern of shared bssic assumptions that was learned by a group ---problems of external adaption, .
Culture will eat strategy for breakfast!
we need to look at the cultre!
move people from here to there...
whycan't we stay here? this is what we are trying to do, try to see it happen.
try to make here sound terrible...thinking about people do not here the gosple, because here can't help you to accomplish the mission. culture that need to focus on mission
how do thing go around here...
if we still here, we can't fullfill the value that we have..
show people, what the culture would be like...
celebrate them...
take leadership team to go see other culture. go see other churches, org....
help people to the new culture
fit with the new culture...
people who go off the side, can bring missy in your new culture...
talk with them about transition plan...sit down and talk honestly, how can we find a placer /plan that can fit better.
If you allow s.o that go diffrent dirrection, mean you support. undercut your new culture.
why not well. one man decision....
what change, placement, donation, other org. better...
changing environment....society.
why they need the outsider? no experties to help....
tell the story...and what we can do it for this day.
as the has 7million in the bank-speak of trimefram, and care for staff, those who want to laeve.
budget, nursery, staff-working with the staff through changing. , staff experti with job....the end of the year. the uncertainty, not allow to go long. need to bring new staff, and ease staff that not right place.
