The Visible And Invisible Dimensions Of Culture In Organizations
One of the values of the Mindset Spectrum is that it is a tool that helps us see the big picture and all of the minute details of our organization. It’s like a telescope, and a microscope rolled into one. So here we use it to outline how different mindsets influence specific aspects of your organization, both the obvious and the not-so-obvious ones.
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Stefan F. Dieffenbacher
Founder & CEO
Working with some of the largest global companies in the world, Stefan is a highly recognized industry thought leader in innovation & transformation.
Caroline Hüttinger
Partner Brand & Experience Design
Caroline is a veteran brand & experience leader who’s led design experience with some of the most respected brands in the marketplace.
Susanne M. Zaninelli
Partner Culture Change
Susanne is a leading authority in the field of culture change. She has led organizational change projects for key players across the world.
Dr. Andreas Rein
Partner for Organizational Development
Andreas Rein is a C-Level sparring partner and organizational development agent supporting organizations from strategy to agile execution.
Sascha Martini
Partner for Innovation & Digital Transformation
Sascha is a world class innovation & digital transformation leader with a human centered approach. Ex-R/GA & razorfish CEO.
Adam D. Wisniewski
Partner for IT Strategy & Business Alignment
Adam is a seasoned transformation and digitization expert. He led major programs at the intersection of IT and business for international organizations
Proudly developed & shared by
Susanne M. Zaninelli
Partner Culture Change
Susanne is a leading authority in the field of culture change. She has led organizational change projects for key players across the world.
Stefan F. Dieffenbacher
Founder & CEO
Working with some of the largest global companies in the world, Stefan is a highly recognized industry thought leader in innovation & transformation.
Caroline Hüttinger
Partner Brand & Experience Design
Caroline is a veteran brand & experience leader who’s led design experience with some of the most respected brands in the marketplace.
What the download contains
- A full breakdown of the visible dimensions of culture
- A full breakdown of the nvisible dimensions of culture Related workshop exercises on the visible and invisible dimensions of your organizational culture
- The UNITE Perspectives on Organization
- An explanation how culture change arises
- The UNITE overview of evolutionary developments across people, culture, organizations & economy
- The UNITE Paradigm Shift in Organization & Leadership
- Templates and inspirations for group activities allowing you to work on your individual and collective mindset
- The UNITE Culture Canvas empty/with definitions ready for your workshop. The canvas comes both in a core and a conextualized version
Gain a full perspective on the visible and invisible dimensions of culture
Understand the paths to culture change
Identify the maturity of your organization
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Richard Cobie, CEO
Reviewed on 15 July 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
I completely re-evaluated the role of innovation in business growth: before reading this book I have to admit I thought it only entailed product new features and technologies enhancements, while now I see it has everything to do with meeting customer needs and uncovering a business USP, which automatically translates in sales! Could not recommend it more!
Janette Lavalier, Innovation Professor and Consultant
Reviewed on 15 July 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
Unlike most business innovation books I read over the last years (and even decades) when reading How to create innovation you immediately understand the authors have been there, innovating and transforming some of the world's most amazing brands. Great work!
Karl Meckel, Change Development Manager
Reviewed on 18 July 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
Not only this book offers the most comprehensive innovation and business change overview but it really helps you take the next step, driving you step by step from theory to practice (also with super useful background notes and driving questions)
Franz Hellstrom, Head of Culture
Reviewed on 2 Aug 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
I really enjoyed the whole book, but mostly the culture chapter, mainly because I always failed to acknowledge its major role in favouring or inhibiting business growth. Loved the graphics that helped connect all the dots in a visually appealing (and way easier) way.
Satoru Fukuda, Chief Strategy Officer
Reviewed on 13 Aug 2022
5.0 out of 5 stars Recommended as a purchase, worth the investment!
We’been willing to innovate our business for some years now, but then we always got stuck before we even started, because basically we had no idea where to start…This book helped us do just that: find the right starting point with guiding questions and an incredibly comprehensive innovation overview.
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Why we use it
Mindset influences all the parts of our organization, the visible and the invisible. When we begin to think about how to design the culture we want, we begin by assessing the culture that we have. In order to do that, we need to be able to think deeply (and honestly) about our values, perceptions, feelings and goals. The breakdown of the visible and invisible dimension of culture help us do just that.
How It Works
The Mindset Spectrum moves from self-orientation (red) to subordination to the collective (beige) to analytical optimization (blue) to self-determination (orange) to embracing multiple perspectives on the world (green) and finally to a systemic understanding of parts and their relationship to the whole and to each other (teal). Unsurprisingly, these mindsets manifest in very different ways when it comes to the specifics of your organization.
For instance, in the case of decision-making, a red mindset leads to hierarchical structures in which the one superior makes decisions and tells others what they are, whereas in an orange mindset, the leader of a group may let the group decide after having communicated the parameters of it, however still remains responsible for the decision. In a teal culture, parameters are set, and the group makes decisions collectively. There is no longer the need for the attribution of responsibility because the teal group sees decisions as experiments that will be assessed and altered if necessary.
What is the goal of the model?
An honest assessment of where we are. To figure out how to get where we want to go, we need to understand where we are starting. So our first step in creating an innovation culture will be to outline the mindset that drives our current culture, so that we can think about how to bridge the gap between our aspirations and our reality.
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Stefan F. Dieffenbacher
Founder & Managing Director of Digital Leadership
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