Now that we've covered what operationalizing cultural development means, in the first episode of this series (CSP S04E04), Dr. Yan Song returns to the Cold Star Project to tackle the next step. How do we put this into action? What is the first step in operationalizing cultural development? With host Jason Kanigan, Dr. Song digs into systems thinking and the approach he has arrived at for taking effective action on this critical organizational topic.  

Jason Kanigan asks Yan:

“The Truth” is a fundamental concept for both of us. Your process for operationalizing cultural development, as does mine for improving the processes of businesses, begins with confronting the brutal facts. What form does this take and what should investigators be looking for as indicators or starting points?
In a slide we see a terrible condition of isolated, fearful, territory-protective people who have only the goal of personal survival. These elements come from Barry Oshry’s book Seeing Systems. How do these elements fit into a system, and how can the leader working to operationalize cultural development make use of them?
It seems that by following the analysis track and improving each separately would not accomplish what we want, which is the improvement of the entire system. What, then, is the organizing principle or purpose of this system and how can we use these elements to improve it?  - I am surprised to see Patrick Lencioni’s Five Dysfunctions of a Team book in your presentation...but I probably shouldn’t be. I hadn’t thought his stuff was this high level (though I do think it is good: I think of his content as operational level but obviously I have some education to get on that point!). What is it about Lencioni’s approach that made you want to build it into your cultural development / confronting the brutal facts process?
Let’s explore Lencioni’s pyramid. When initiating cultural development, from the pyramid we see that trust is the base. Trust typically comes after people see the actions of their leaders, and then those carrying out the tasks operationally can get comfortable with the conflict, need for commitment etc. But the leader has to start, it seems, from the top? Demonstrating focus on measures, proving their own accountability and commitment, then being willing to challenge the team and develop that trust? Where would you recommend people start?   


Cultural Development with Dr. Yan Song series playlist: https://coldstarproject.com/culturaldevelopment 

Slide stills: 
Cultural Development process slide: https://coldstarproject.com/yansongs04e05culturaldevslide 
Steps slide: https://coldstarproject.com/yansongs04e05stepsslide 
Hot Springs slide: https://coldstarproject.com/yansongs04e05hotspringsslide 
Set Up Camp slide: https://coldstarproject.com/yansongs04e05campslide 
Lencionoi - Collins slide: https://coldstarproject.com/yansongs04e05lencionislide  

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