IDSL
Corporate Culture Clinic
Facilitated by:
C O N S U L T S
Your wish list of “est” for IDSL
1.
2.
3.
4.
5.
6.
7.
8.
The
The
The
The
The
The
Best
Richest
Cleanest – environmental excellence;
“Choicest” – most chosen;
Safest;
Freest – plenty of latitude for people to exercise their
discretion and contribute;
The Leanest – no waste;
The Smartest – having highly experienced, educated,
trained and well motivated people; attract good people, train
them and make efforts to retain them;
The Strongest in terms of most performance indices;
10. World-widest – a global leader
9.
VISION OF IDSL
“To become the ultimate
centre of technological
excellence in the
provision of geophysical
and petroleum
engineering services.”
IDSL MISSION
“To market world-class
quality geophysical and
petroleum engineering
services.”
IDSL Founding Father’s Vision
“To profitably provide efficient services
in seismic data acquisition,
processing and interpretation as well
as petroleum/reservoir engineering
data evaluation and to provide
computer and other ancilary services
in Nigeria and the African sub-region
either solely or in partnership using
high calibre professionals and
modern computer technology.”
Some of the ways to be the “est”
1. The quality of our products and
services is unrivaled in the
industry.
2. Our competitors are contantly
seeking ot emulate us.
3. We consistently meet yearly
performance goals.
Some of the ways to be the “est”
4. Our performance – growth rate,
profitability, and other measures
– consistently beats the
competition.
5. We are the innovation leaders in
our industry.
6. Our salaries and fringe benefits
packages are the envy of the
industry.
Some of the ways to be the “est”
7. We share the wealth created by
the company through employee
stock options, bonus plans, or
profit sharing.
8. We operate our business with a
core set of principles that
reinforce morality and ethics.
9. We support charitable and
philanthropic causes.
Some of the ways to be the “est”
10. Our work climate enables
employees to meet performance
goals while satisfying their personal
needs as caregivers and family
members.
How you can IDSL take steps of
building pride and generating
loyalty?
Best types of leadership
1.
Authentic
8.
Legendary
2.
Charismatic
9.
Purpose-driven
3.
Credible
10.
Servant leader
4.
Creative
11.
Spiritual
5.
Dynamic
12.
Transformational
6.
Exceptional
13.
Visionary
7.
Exemplary
14.
World-class
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Business Dimension
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Business Vision
Organisational Vision
Resource Management
Customer Orientation
Networking
Negotiation
Personal Dimension-Internal
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Self-criticism
Self-knowledge
Learning
Decision Making
Self-control
Emotional Balance
Integrity
Personal Dimension-External
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Initiative
Optimism
Ambition
Time Management
Information Management
Stress Management
Interpersonal Dimension
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Communication
Conflict Management
Charisma
Delegation
Coaching
Team Work
How to make it happen
“To create the desired work
environment and a
productive corporate
culture, top management,
leaders, managers and
staff must work in concert
to achieve a win-win
partnership.”
-
Victor S.L. Tan in Changing Your Corporate Culture
Am I overly resistant to
change?
The most successful people are
change agents on the cutting
edge of new technologies,
projects, and processes. Are
you among the most successful?
1. Do you read voraciously to
discover new developments and
future trends in your field?
2.
Am I overly resistant to
change?
Do you attend every conference
and seminar you can in order to
learn new skills?
3. Do you associate with the
people in your company who
embrace change, rather than
with those who fight it?
Am I overly resistant to
change?
4. Do you talk to people outside
your department in order to stay
plugged into what’s going on?
5. When you resist change, do
you look beyond the threat you
feel to the opportunity that’s
almost certain to result?
Am I overly resistant to
change?
6. When change is inevitable do
you force yourself to exert your
best effort to make it work even
before you start to feel good
about it?
Am I overly resistant to
change?
7. Do you look for good examples
and new ideas about how
people in other companies or in
other parts of your company,
perform tasks like yours?
Am I overly resistant to
change?
8. Do you work at maintaing a
healthy body, physical energy,
and good social habits?
9. Do you make efforts at
acquiring good mindsets?
Am I overly resistant to
change?
10. Are you a “can do it” person
rather than “it will never work
person”?
In today’s business world, you
cannot afford to answer any of
these questions negatively. You
try to get on the actions you
need to take to become a
change agent.
Formula for successful
corporate culture change
V(L+F+C)xP7=GS
Value-driven leadership+
Value-driven followership+
Value-driven company x
(multiplied by)
Purpose, Plan, Proper procedure,
Presentation (communication),
Passion, Persistence and Prayer
= Great Success for company
and individuals.
What is culture?
In a society culture means ideas,
beliefs and customs that are shared
and accepted by people. Culture
refers to the socially approved
patterns of behaviour in that context.
So we can speak of Western culture,
European culture, American culture,
Chinese culture, African culture or
Nigerian culture.
Culture among groups
Among a group of people, culture
means shared attitudes and
beliefs about issues. Young
people have youth culture. The
university community has
academic culture or what is often
referred to as academic freedom
or scholarship.
Culture in the public service
There is the military culture
of discipline and obedience
within the armed forces.
Public service has what is
known as bureaucracy or
bureaucratic culture.
Culture as group habits
There are also group of common habits
that are often referred to as culture. So
you have
- maintenance culture,
- reading culture or lack of it,
- learning culture
- Queuing culture
- ICT culture
What is habit to an individual is culture to
a group of people.
What is corporate culture?
Corporate culture refers to
ways of life and patterns of
relationships in a business or
business organizations. It is a
set or norms comprising of
beliefs, attitudes, core values
and shared beliefs of people
in that organization.
Ideal Corporate Culture
Every company has its
corporate culture. It may not
be perfect; it may not be
forward looking. Nevertheless
what every organization should
look for is IDEAL CORPORATE
CULTURE in pursuit of its vision
and mission.
Concepts associated with
corporate culture
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Corporate
Corporate
Corporate
Corporate
Corporate
Corporate
Corporate
Corporate
Corporate
Corporate
character/personality
identity
governance
posture
image
brand
visibility
drive
change
vision
What are the objectives of
this Corporate Culture Clinic?
Clinic Objectives 1
For participants to be selfmotivated to buy into the
vision and shared values of a
transformed IDSL;
Clinic Objectives 2
Appreciate the power and
influence of a great corporate
culture;
Clinic Objectives 3
Contribute to the planned
process of making IDSL a
great corporate name in
conception and
implementation;
Clinic Objectives 4
Know your role and
commitment to the success
and image perception of IDSL;
Clinic Objectives 5
Understand that the success
of IDSL is the success of all;
Clinic Objectives 6
Feel satisfied and proud that
you have contributed to the
envisaged IDSL corporate
culture and brand and be
committed to bringing it into
reality;
Clinic Objectives 7
Be prepared to go through the
continuous process of taking
IDSL to higher level of
visibility and excellence
through looking smart,
working smart, and speaking
smart;
Clinic Objectives 8
Know how to apply creative
thinking in pursuit of
excellence;
Clinic Objectives 9
Be prepared to make
learning and action a way of
life and progress.
Clinic Objectives 10
Be expectant of the benefits
of the new IDSL
Ten-point strategy for
change 1
Prepare for the long
haul
Strategy for change 2
Conduct a culture audit
Strategy for change 3
Create a clear picture of
what you want the
culture to become
Strategy for change 4
Communicate your
decision to all
employees
Strategy for change 5
Change yourself Company leaders to be
prepared to change
themselves
Strategy for change 6
Recruit employees who
fit into the new
culture and help you
develop it
Strategy for change 7
Train or terminate
defenders of the
status quo
Strategy for change 8
Make sure your
incentives support the
new culture
Strategy for change 9
Reward the heroes of
culture change.
Strategy for change 10
Make efforts to sustain
the new culture.
BEFORE WE CONTINUE
PACE and Culture Change
PACE is the acronym for:
Positioning and
Aligning for higher performance,
Creating appropriate processes and
systems for global competitiveness,
while
Enabling and empowering its people.
What is in the name IDSL?
How can IDSL be transformed
into not just a popular name
but a great name? So that at
the mention of IDSL, there
will be feelings of warmth and
WOW!
So far so good
NNPC published values
1.
2.
3.
4.
5.
6.
7.
8.
Patriotism
Industry/Hard work
Loyalty
Trust
Integrity
Accountability
Transparency
Commitment to NNPC
Other NNPC values
4.
Orderliness
Self-discipline
Secrecy
Safety
5.
From NNPC Corporate and Procedure Policy and Procedure Guide
1.
2.
3.
IDSL – Idea progression
Integrated
Diligent
Action-oriented
Technically-competent
Aiming higher and higher
Service
Leaders
Type of values 1
Core, dominant or shared
values: they are usually
values, accepted throughout
the organization:
Accountability, Diligence,
Obedience, Security,
Safety, Patriotism,
Discipline, Integrity,
Communication;
Teamwork,
Type of values 2
Personal values –Discipline,
Leadership, Learning,
Personal responsibility,
Humility, Communication,
Trust, Loyalty, Respect,
Poise, Self-esteem, Courtesy,
Self-esteem, Trust, Respect,
Orderliness, Cleanliness, and
other values individuals have
brought from to work;
Type of values 3
Moral or ethical values – derived
from society: Honesty,
Integrity, Truthfulness;
Christian/religious values – Love,
Humility, Compassion,
Sacrifice, Forgiveness, Good
Neighbourliness, Faith,
Prayerfulness
Type of values 4
Qualitative values –
Excellence, Competence,
Professionalism,
Efficiency, Effectiveness,
Creativity, Innovativeness,
Quality and Merit;
Type of values 5

Kinetic or Automatic values –
Action, Passion,
Proactivity, Enthusiasm,
Promptitude, Timeliness,
Just-in-time;
Type of values 6
HSE, Equity, Leadership,
Empowerment, Teamwork,
Meritocracy, Fairness;
Learning, Harmony,
Communication, Information
management;
World peace, Sanctity of life,
Type of values 7
Leadership, Courage,
Heroism, Sacrifice,
Patriotism, Obedience,
Orderliness, Pride,
Esprit de corps,
Soft-sides of Corporate Culture
1. Social grace and conversation
2. Speech pace and pattern
3. Carriage and comportment
4. Good taste
5. Common sense and courtesy
6. Eating habit
7. Personal hygiene
8. Dress codes
9. Articulateness
10. Appropriate behaviour
Let’s break into
groups
Top 10 issues a good leader
manages
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Mind
Time
Information
Crisis
Money/Income
Health
Family
Stress
Self
Other people/Team
Top 10 roles of leaders
towards followers
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Set vision and mission for them
Inspire them
Encourage them
Build them
Challenge them
Support them with facilities
Coach, mentor and discipline them
Compliment them
Spotlight them
Reward them
10 Types of negative mind
4.
Wandering mind – learn to concentrate
Busy mind – too busy to listen
Doubting mind – doubts everything
Confused mind – confused trying to understand
5.
Worried/anxious mind – unable to win over
6.
Judgemental or critical mind
1.
2.
3.
everything
worry
relationships
– can mar
Suspicious mind – paranoid: suspecting everybody
8. Passive mind – failure to renew an exercise mind
9. Corrupt/sinful mind – to get out of sin
10. Terrified mind – learn to be more courageous
7.
10 Types of positive mind
1.
Guarded mind – learn to be conscious what comes into your
2.
Renewed/Reflective mind
Spirit-filled mind (Romans 7:6)
Ethical mind – discard sinful thoughts fast.
Hopeful/Possibility mind
Courageous mind
Cooperative mind
Victorious mind
Peaceful and alert mind – uses John Haggai PMF
Love-driven mind – loves neighbours, spouse, colleagues,
3.
4.
5.
6.
7.
8.
9.
10.
mind; be more involved in what you think and how you think
(Proverbs 4:23)
work, company, community, country.
Corporate culture
assessment
Individual initiative: Are you free to take
initiative?
2) Risk tolerance: Are you encourage to take risks
and be innovative?
3) Direction: Does your organisation create clear
objectives and set performance expectations?
4) Integration: Are units in your organisation well
coordinated?
5) Management: Do managers provide clear
support communication and assistance?
1)
Corporate culture
assessment
Control: Are there too many rules and regulations
controlling employee behaviour?
7) Identity: Do members identify with the
organization rather than with their particular work or
professional groups?
8) Reward system: Are rewards based on
performance rather than seniority or favouritism?
9) Conflict tolerance: Are employees encouraged to
air conflicts and criticisms openly?
10) Communication: How far are patterns of
communications restricted to formal hierarchy of
authority?
6)
TOP 10 US Coast Guard Lessons in
Corporate Culture
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Define the culture and live the values;
Select the best personnel;
Promote team over self;
Instill a commitment to excellence;
Cultivate caring relationships (welfare);
Make change the norm;
Encourage decisiveness;
Empower the young;
Sponsor continual learning;
Spotlight excellence;
How to spotlight excellence
How to Spotlight Excellence
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Pride: Give awards; people take a lot of personal
pride in receiving awards, both individually and in
teams.
Esprit de corps: Awards and recognition
contribute dramatically to elevating group spirit and
honor in performing the organization’s missions.
High morale: Recognizing people for their
achievements meets an important human need.
Positive role modeling: Spotlighting individual
and group acts of excellence provides real-life
examples of what the organization considers
excellent work.
Inspiration and motivation to achieve: A
simple act of heroism, bravery, or kindness often
inspires similar acts from other members of the
organization.
Reviewed IDSL VISION & MISSION 1
VISION: To become one of the top
three providers of geophysical
and petroleum engineering
services in the world.
MISSION: To produce and market
world-class quality geophysical
and petroleum engineering
services and thus make
monumental wealth for Nigeria.
Reviewed IDSL VISION & MISSION 2
VISION: To become a monumental
national wealth maker for
Nigeria by providing first-class
geophysical and petroleum
engineering services to the
world.
MISION: Produce and and market
world-class quality geophysical
and petroleum engineering
services.