David W. Jamieson, Ph.D. and Julie O’Mara
Making Waves
The Forum on Workplace Inclusion
Plan for the Session
 Our Title
 Core Concepts in Culture Change
 Perspectives on D&I Outcomes
 A Comprehensive View
 The Premise for this Session
 Our World Café
©David W. Jamieson and Julie O'Mara, 2015
Systemic Culture Change
 Systemic: the organization as a socio-technical system
with many interdependent, moving parts. To design or
change it requires involvement, integration and
alignment.
 Culture: shared values, beliefs, expectations and norms
that drive normal (to the organization) behaviors,
processes, practices and decisions.
 Organization Change: the process of shifting, transitioning
or transforming the what and/or how of an organization.
©David W. Jamieson and Julie O'Mara, 2015
Some Core Concepts in Culture Change
 Culture is the core component of an organization’s design and
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influences much of the behavior and dynamics.
It forms over time and becomes deeply embedded in
individuals, norms, policies, practices, rituals and other artifacts
of organizational life.
It operates to drive conformity & maintain itself; and is
influential across the whole system.
It therefore requires systemic change to overcome the natural
cultural resistance to change.
Change in culture ultimately requires strong leadership,
courage, reinforcements, rewards and numerous
manifestations supporting the new values or the old culture will
continue to win the daily behavior battles!
©David W. Jamieson and Julie O'Mara, 2015
A Perspective on D&I Outcomes
 D&I practitioners have been working toward the same goals for many
years.
 With some exceptions, reaching the desired outcomes has been
illusive.
 The common goals/principles and outcomes seem to be:
 Achievement of the organization mission & vision, efficient/effective
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operations, high stakeholder satisfaction
All voices heard and considered
Authentic self versus just assimilation to a culture
Increased inclusion, satisfaction, engagement, and teamwork
Increased community involvement, social cohesion, sustainability
Diverse representation at all levels
Clear understanding of the comprehensive end-state achievable in D& I work
©David W. Jamieson and Julie O'Mara, 2015
©David W. Jamieson and Julie O'Mara, 2015
Premise for this Session
 D&I needs to be included in the core strategic decisions and
changes of the organization.
How can this be more possible?
 D&I needs a systemic change process -- dealing with the whole
system -- in reaching D&I outcomes.
What needs to be different?
 Expertise in strategic integration and change are important in
D&I professionals and any initiatives.
How can we meet those competences?
 D&I needs clear visions of desired end states and its role in the
organization’s success.
How can this process be helped?
©David W. Jamieson and Julie O'Mara, 2015
Our World Café
Session process based on
The World Café: Shaping Our
Futures Through Conversations
That Matter
by Juanita Brown with David Isaacs
and the World Café Community.
Forward by Margaret J. Wheatley.
Afterword by Peter Senge.
Published by Berrett-Koehler
Publishers.
©David W. Jamieson and Julie O'Mara, 2015
World Café Instructions
 Three discussion rounds. You choose table. Each a different
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topic, but same process.
“Nice” if there are about 6 to 8 at each table, but go to your
interest.
Each round builds on previous discussion.
Table host has responsibility to set stage & inform essence of
previous discussion, capture key ideas and report briefly at
end of last round.
All participants use markers to write on “table cloths” and take
great notes.
End result to be shared after the session.
©David W. Jamieson and Julie O'Mara, 2015
Café Discussion Topics
Each is a challenge or opportunity to influencing culture change
to reach D&I outcomes.
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Competence of D&I professionals
Navigating politics
Authentic leadership commitment
Organizational Silos
Understanding the breadth of D&I work and the end goals
Understanding systems, change, and the centrality of culture
Understanding power dynamics
Unconscious bias
Personal traits: confidence / boldness / willingness to risk
Create Your Own Topic
Create Your Own Topic
©David W. Jamieson and Julie O'Mara, 2015
Rounds One & Two
 15 minutes each round
 Host facilitates introductions
 Host leads brief framing discussion of the topic: How do you
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interpret this topic? What ideas/solutions would you suggest?
Discuss process / solutions / ideas
Everyone jots notes and ideas on the “table cloth”
Host leads 3-minute summary discussion to highlight key
points
Dave and Julie will announce when to move to next table for
Rounds Two and Three
©David W. Jamieson and Julie O'Mara, 2015
Round Three
 10 minutes
 Host leads summarizing discussion of this topic pulling out
important ideas leading to change
 Host & group determine one synthesized highlight from table
discussions to share with the larger group
©David W. Jamieson and Julie O'Mara, 2015
©David W. Jamieson and Julie O'Mara, 2015
©David W. Jamieson and Julie O'Mara, 2015
Thank you
David W. Jamieson, Ph.D.
Professor & Department
Chair,
Organization Learning &
Development
College of Education,
Leadership & Counseling,
University of St. Thomas
djamieson@stthomas.edu
+ 310-699-3060 (cell)
©David W. Jamieson and Julie O'Mara, 2015
Julie O’Mara
D&I Author and Consultant,
O’Mara and Associates,
Member, Board of Directors,
Berrett-Koehler Publishers
(home office) 2124 Water
Rail Avenue
North Las Vegas, NV 89084
julie@omaraassoc.com
+ 702-541-8920