A thought from Bain - LEAP HR: Life Sciences...
Transcript of A thought from Bain - LEAP HR: Life Sciences...
A thought from Bain
“Our research found that nearly 70% of business leaders agree: Culture provides the greatest source of competitive advantage. In fact, more than 80% believe an organization that lacks a high-performance culture is doomed to mediocrity.”
BAIN & COMPANY
Reinvent your approach to culture LEAP HR Boston July 26, 2017
My intention
Topics
Key principles
All the puzzle pieces
The full process (with tips)
Our format
Discover
Discuss
Debate
Action
Action
Discover
Discuss
Debate x3
Action
What one change could you make to impact culture when you return to the office?
Will you settle for four steps?
1. Go to HBR.org
2. Buy Jim Collins article- “Building your company’s vision.”
(Note: 21 years old)
3. Read then send to CEO
4. Schedule meeting with CEO to discuss
A 21-year old article? Really?
Key principles
Principle #1
Principle #2
Principle #3
Principle #4
Principle #5
Levels of involvement in decision making
Ownership
Involvement
Decide & announce
Get input from individuals & decide
Get input from the team & decide
Alignment
Delegation with constraints
Source: Interaction Associates
Some very bad news…
HR cannot and never will
build the culture (It can and must
nurture it)
Principle #6
Discuss/Debate
Questions on principles?
Other questions or comments?
All the puzzle pieces
Collins Vision Model
Core Ideology
Core values
Core purpose
Envisioned Future
10-30 year BHAG
Vivid description
Discovered
Created Preserve the core
Stimulate progress
What is Core Purpose?
An organization’s reason for being
Gives meaning to our work
A perpetual quest that should stimulate change, innovation, and progress
Attracts, motivates, and retains talent
Core Purpose - examples
HP – Make technical contributions for the advancement and welfare of humanity
Mary Kay Cosmetics – Give unlimited opportunity to women
Wal-Mart – Give ordinary folks the chance to buy the same things as rich people
BMC – Exceptional care. Without exception.
Walt Disney –Make people happy
Collins Vision Model
Core Ideology
Core values
Core purpose
Envisioned Future
10-30 year BHAG
Vivid description
Discovered
Created Preserve the core
Stimulate progress
What are values?
A small set of timeless guiding principles that are fundamental and deeply held and that will change seldom, if ever.
Core values
Just a few (between three and five)
Most successful organizations have three or four
There is power in three
Need not be unique, except in the way they are lived
The acid test
“If circumstances changed and penalized us for holding this core value, would we still keep it?”
A few examples
Disney – No cynicism
Nordstrom – Never being satisfied
Shire – Brave
Vertex – We wins
Sony – Do the impossible
Collins Vision Model
Core Ideology
Core values
Core purpose
Envisioned Future
10-30 year BHAG
Vivid description
Discovered
Created Preserve the core
Stimulate progress
What is a BHAG
Big, Hairy, Audacious Goal
10-30 years to complete
Not a sure thing (50-70% probability)
Takes extraordinary effort
And a little luck
What a BHAG does
Unlike Core Purpose, a BHAG has a clear, tangible goal
Provides people with a finish line to shoot for
The goal should produce a “gulp factor”
Strong enough to motivate the organization even if leaders change
A few BHAG examples
Become the dominant player in commercial aircraft and bring the world into the jet age (Boeing – 1950)
Democratize the automobile (Ford – 1900’s)
Crush Adidas (Nike, 1960’s)
Become the Harvard of the West (Stanford University, 1940’s)
Become #1 or #2 in every market we serve, and revolutionize the company to have strengths of large firm and agility of a small one (GE, 1980’s)
Trivialize cancer by 2036 (SQZ Biotech)
Collins Vision Model
Core Ideology
Core values
Core purpose
Envisioned Future
10-30 year BHAG
Vivid description
Discovered
Created Preserve the core
Stimulate progress
Vivid Description – example
We will build a motor car for the great multitude. . . It will be so low in
price that no man making a good salary will be unable to own one and
enjoy with his family the blessing of hours of pleasure in God’s great
open spaces. . .When we’re through, everybody will be able to afford
one, and everyone will have one. The horse will have disappeared
from our highways, the automobile will be taken for granted…and we
will give a large number of men employment at good wages.
Vivid Description - example
We will create products that become pervasive around the
world…We will be the first Japanese company to go into the
US market and distribute directly…We will succeed with
innovations that US companies have failed at-such as
transistor radios…We will signify innovation and quality that
rival the most innovative companies anywhere… ”Made in
Japan” will mean something fine, not something shoddy.
Discuss/Debate
Questions on the pieces?
Other questions or comments?
The full process (with tips)
Heretical truths
1. Stakeholder interviews
• ## 45-minute interviews
• Management, high potential juniors, cross departments, cross functions, cross sites
• Dates/times
• TBD
2. Culture/Values Focus Groups
3. Culture/Values
Drafting Session
4. Core Purpose/BHAG
5. Implementation
Meeting
Process flow and schedule
Process timing: Three to four months
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Interview guide
1. Tell me about why you are at (company)?
2. Metaphors: if company were a car, animal, object in nature?
3. What are people passionate about (proud of)?
4. What could we be Best in the World at?
5. Three words to describe the culture?
6. What would radical success look like in 15 years?
7. What is our greatest strength?
8. What holds us back?
9. If you set the company’s top three priorities, what would they be?
10. If our culture work was inordinately successful, what would you see?
1. Stakeholder interviews
• ## 45-minute interviews
• Management, high potential juniors, cross departments, cross functions, cross sites
• Dates/times
• TBD
2. Culture/Values Focus Groups
• ## 2-hour groups of 15 people each (### people total)
• ## at each site
• Emphasis on story sharing
• Each Values Drafting Team member attends one group to listen only
• One recorder with laptop
• All sites
• Don’t start with HQ
• Dates/times
• TBD
3. Culture/Values
Drafting Session
4. Core Purpose/BHAG
5. Implementation
Meeting
Process flow and schedule
Process timing: Three to four months
40
Values Discovery
List two things you consider to be basic guiding principles for working at (Company) when we are at our best Things you’ve experienced
No right or wrong
Tell a story in which you experienced one of these principles in action
Build a master list
Scratch dupes
Vote which principles are most important (5, 3, 1)
1. Stakeholder interviews
• ## 45-minute interviews
• Management, high potential juniors, cross departments, cross functions, cross sites
• Dates/times
• TBD
2. Culture/Values Focus Groups
• ## 2-hour groups of 15 people each (135 people total)
• Three at each site
• Emphasis on story sharing
• Each Values Drafting Team member attends one group to listen only
• One recorder with laptop
• All sites
• Don’t start with HQ
• Dates/times
• TBD
3. Culture/Values
Drafting Session
• One 5-hour session (9:00-2:00)
• Identify Values Drafting Team: 12-14 people, mix of stakeholders, some with writing/creative ability
• CEO participating
• Write core values based on focus group input
• Dates/times
• TBD
4. Core Purpose/BHAG
5. Implementation
Meeting
Process flow and schedule
Process timing: Three to four months
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Core Values format
Lead value statement
Two or three explanatory phrases to add dimension and understanding
Example
Unexpressed value: Determination/persistence
Move mountains
Make it happen
We ask “why not”
1. Stakeholder interviews
• ## 45-minute interviews
•Management, high potential juniors, cross departments, cross functions, cross sites
•Dates/times
• TBD
2. Culture/Values Focus Groups
• ## 2-hour groups of 15 people each (135 people total)
• Three at each site
•Emphasis on story sharing
•Each Values Drafting Team member attends one group to listen only
•One recorder with laptop
•All sites
•Don’t start with HQ
•Dates/times
•TBD
3. Culture/Values Drafting Session
• One 5-hour session (9:00-2:00)
•Identify Values Drafting Team: 12-14 people, mix of stakeholders, some with writing/creative ability
• Write core values based on focus group input
• Dates/times
•TBD
4. Core Purpose/BHAG/Vivid
Description
•One 5-hour session (9:00-2:00)
•20 to 24 people
•Mix of senior leaders including CEO, and high potentials
•Dates/times
•TBD
5. Implementation Meeting
Process flow and schedule
Process timing: Three to four months
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Make them practice first
Acme Cesspool
“We’re #1 in #2!”
Writing the future - 2037
Individually, write a headline and a couple of paragraphs from a Globe article on (Company) in 2037 after achieving the BHAG
As a team choose best version and read aloud
1. Stakeholder interviews
• ## 45-minute interviews
• Management, high potential juniors, cross departments, cross functions, cross sites
• Dates/times
• TBD
2. Culture/Values Focus Groups
• ## 2-hour groups of 15 people each (135 people total)
• Three at each site
• Emphasis on story sharing
• Each Values Drafting Team member attends one group to listen only
• One recorder with laptop
• All sites
• Don’t start with HQ
• Dates/times
• TBD
3. Culture/Values
Drafting Session
• One 5-hour session (9:00-2:00)
• Identify Values Drafting Team: 12-14 people, mix of stakeholders, some with writing/creative ability
• Write core values based on focus group input
• Dates/times
• TBD
4. Core Purpose/BHAG
• One 5-hour session (9:00-2:00)
• 20 to 24 people
• Mix of senior leaders including CEO, and high potentials
• Dates/times
• TBD
5. Implementation
Meeting
• One 5-hour session, 20-24 people
• Develop the culture story
• Planning session on how to introduce full vision to all stakeholders
• Generate ideas and plan
• Vision to Reality Team, plus 10-12 more
• Dates/times
• TBD
Process flow and schedule
Process timing: Three to four months
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Announce & Engage
(Awareness &
Involvement)
Integrate,
Adapt/adopt
(Processes &
Commitment)
Sustain
(Culture)
3-Phase Team Implementation
Phase
(Goal)
1
3 2
3-Phase Implementation
Announce & Engage
Goal:
Build awareness
Ideas:
•Use non-typical formats
•Physical presence of leaders
•Explain rationale
•Tangibility
Goal:
Create
involvement
Ideas:
•Create
conversations
•“What this
means to me”
•Story
harvesting
Adopt & Integrate
Goal:
Ensure
commitment
Ideas:
•Permit ongoing
expression of
values
•Commitments from individuals to managers and vice versa
Goal:
Shift processes
Ideas:
•Integrate into
annual
evaluations
•Integrate into rewards and recognition
•Integrate into ongoing communications
Sustain
Goal:
Sustain culture
Ideas:
•New employee
indoctrination
• Track BHAG
progress
•Ongoing
feedback
• Periodic revisit
(5 years)
Discuss/Debate
Questions on anything?
Other comments?