Influencing Cultural Dynamics
Why are we different?
Shaping work culture is at the heart of the role of the leader. Advanced Dynamics has developed innovative approaches to helping leaders understand how to do this, and how to manage the interactions between the different cultures that exist within any organisation and between the other organisations with which they must engage to fulfil their purpose.
These approaches to culture differ from most others, because they treat culture as a dynamic phenomenon arising from the way people make meaning given the organisational conditions in place and their relationship to a changing organisational context. This means leaders are placed at the centre of building culture, throught their immediate behaviours and their influence over the systems, symbols and behaviours that are reproduced in the organisation. Our approach to work cultures is practically oriented, flexible and always related to the purpose and challenges facing the organisation.
What problems do we solve?
The success of the organisation depends on its having a culture that is appropriate to the challenges it faces, and consistent with the core values of the individuals in it. Organisations are complex social systems that inevitably develop internal cultural differences, driven by historical factors and difering business demands. They also depend on external organisations, each with their own cultural differences, to achieve their purpose. These differences can lead to a lack of cohesion within organisations, and strongly influence performance. They can also result in significant external conflict, misperception and mistrust, both within and between organisations.
Advanced Dynamics looks at these cultural interactions as dynamic phenomena that arise between different mythologies within organisations and the sectors within which they operate, rather than fixed or abstract attributes of the organisation. This allows culture to be addressed through the everyday actions of leaders, directly involving the organisation's staff and demonstrating the value placed on their input and feedback.
