Workshop 4

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Culture Mapping:
A Systematic & Intentional Tool For Designing Great Company Culture




Culture is too important to be left intangible and described by ambiguous words like “innovative,” “collaborative,” or “open.” That’s where culture mapping comes in.  A culture map makes the intangible tangible by answering the questions:


What do we value?

How should we work together?

What makes people successful here?

Who should we hire?

What can guide us in decision making?


This 1/2 day Culture Mapping workshop will walk you through a process to uncover the ways you can create a workplace that is empowering, inspiring, efficient, or effective as it could be.  It will immerse your team in the latest thinking and tools for diagnosing and visualizing organizational culture.


You will leave with a robust set of approaches for diagnosing the culture you have, co-creating the culture you want, and visualizing these ideas so the invisible can be made visible.   This workshop will help you get unstuck and into action to build the culture you want to work in.


Speaker Bio:


Stephanie Gioia leads the consulting practice at XPLANE, a Portland-based business design consultancy that helps large organizations clarify, communicate, and achieve their goals. She also curates a library of card decks and resources for deck designers at


Prior to XPLANE, Stephanie worked with IDEO on envisioning the future of design thinking.  Stephanie led process and organizational design programs at the financial services firm UBS and power company AES. Stephanie holds a bachelor’s degree in history and government from Georgetown University and an MBA from the Ross School of Business at the University of Michigan.


Culture Q&A With Stephanie Gioia


Describe your ideal workplace culture in 2-3 lines?

Self-aware and strategically aligned.


What do most companies spend a silly amount of time on? And instead, where should they invest that time?

It’s well established that most companies spend a silly amount of time in recurring meetings. instead, they should invest that time in focused design sprints to build solutions to their most pressing opportunities and challenges. Stop talking, start making.


You are a senior executive, and a junior staff person has an idea on how to improve/enhance the company culture. They want to get your buy-in on it. What do they need to do/say to you to get your attention and influence your buy-in?

A testable hypothesis and 3 prototypes for testing.