When you are asked to present at another company, it can be helpful to know what that organizational culture is like. After all, Peter Drucker reminds us that “culture eats strategy for breakfast.” Meaning, no matter what your presentation strategy is, if it doesn’t fit within the organizational culture, it simply won’t work. If you don’t enter into the presentation with an awareness of how that company typically functions, you could be setting yourself and your presentation up for failure.
So today we’ll explore Robert Quinn and Kim Cameron’s 4 organizational culture types. We’ll use their grid which measure cultures on two principles. First, it identifies whether they tend to be internally or externally oriented. Second, it measures whether they tend to be flexible or controlling environments.
Clan Culture
These types of organizational cultures are both inwardly focused and flexible. They are able to adapt to changes. But they do so by drawing from internal resources. The Quinn Association says these types of companies are “held together by loyalty and tradition,” and they attach “great value to teamwork, participation and consensus.” As a speaker, you’ll want to note that clan cultures often have strong insider/outsider feelings. They may welcome you warmly, but that doesn’t necessarily mean you are one of them.
Ways to reach the clan culture:
- Reference one of their own respected members in your presentation.
- Allow them opportunities to work in teams.
- Minimize asking the company to pull from outside sources.
Hierarchy Culture
Like the clan culture, the hierarchy organizational culture is inwardly focused. But this type of organization is more controlled than flexible. This makes them not only resistant to outside suggestions, it makes them resistant to change overall. They function in very specific patterns. They value order and control.
Ways to reach the hierarchy culture:
- Use detailed, clear-cut steps for moving forward and solving problems.
- Highlight efficiency, predictability, and stable procedures in your presentation.
- Show how any information you present fits within the structured rules of the company.
Market Culture
Organizations with a market culture are driven by competition. They tend to focus their attention outside the company. But they are controlling of how they do so. The Quinn Association says their “emphasis is on winning. Reputation and success are important areas of focus.” They also focus on meeting and exceeding their customers’ needs as part of their drive to be the best.
Ways to reach the market culture:
- Compliment their successes. Show that you recognize how they excel above their competitors.
- Motivate them by challenging them.
- Give them new ways to meet their customers’ needs and solidify their great reputation.
Adhocracy Culture
An adhocracy culture is externally focused and flexible. It’s all about trendsetting and innovation. Of the four types, this type of organizational culture is most comfortable with taking risks. The World of Work Project says this kind of company moves “quickly to meet external needs.”
Ways to reach the adhocracy culture:
- Show how your ideas are innovative, cutting-edge, and creative.
- Don’t be afraid to experiment with out-of-the-box presentations. That’s the stuff on which this kind of company thrives.
- Keep the pace of your presentation quick.
Now that you are aware that these different types of organizations exist, you can strategize to speak in different organizational cultures. Ask questions ahead of time to figure out which of the 4 types an organization is. Then prepare your presentation with that culture type in mind. Highlight what they esteem and value. This sets you up for presentation success.
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