Introduction to CLEAR. ROI What would you like to take away from today’s training? ROI.
If You Get the Culture You Deserve How Do You Build an...
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Copyright © October 2016 If You Get the Culture You Deserve... How Do You Build an EPIC One?
Transcript of If You Get the Culture You Deserve How Do You Build an...
Copyright © October 2016
If You Get the Culture You Deserve...
How Do You Build an EPIC One?
My Books…
Engaged Purposeful Inspired Customer Focused
Culture
What is Organizational Culture?
A system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs.
You Get the Culture You Deserve…
Every detail of your culture needs attention...
And Further
Complicating Things…
Multiple Generations in the workplace
ALL with different expectations…
1. Baby Boomers 1946-1963
2. Generation X 1964-1979
3. Generation Y “Millennials” 1980-1995
4. Generation Z 1996-Today
The ROI of an Epic Culture…
ROI: The facts speak for themselves
Engaged at Work
31%
Disengaged at Work
51%
Actively Disengage
d 18%
31 31 38
68 62 58
0
17.5
35
52.5
70
87.5Bottom Cultures Top Cultures
Growth in Enterprise Value to Book Value
Growth in Net Income to Sales
EBITDA Margin
Companies with above-average leadership bench strength enjoy above-average 36-month revenue growth relative to industry peer groups. (Corporate Leadership Council)
Majority of U.S. Employees Not Engaged Despite Gains in 2014,”Amy Adkins, Gallup (2015)
Organizational Healthy: The Ultimate Competitive Advantage,” Keller & Price, McKinsey Quarterly (June 2011)
ROI of a High Performance Culture
Over an eleven-year period, companies that managed their cultures well saw:
Revenue increases of 682%, versus 166% for the companies without these cultural traits
Stock price increases of 901%, versus 74%; and
Net income increases of 756%, versus 1%.
Kotter & Heskett – Corporate Culture & Performance
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The Value in Values…
Values Alignment and Engagement
Low Commitment High
Lo
w
Mo
tiv
ati
on
H
igh
Volkswagen’s Values…
1. Customer focus
2. Top performance
3. Creating value
4. Ability to renew
5. Respect
6. Responsibility
7. Sustainability.
1. Are you obsessed with them?
2. Will they outlive you?
3. Can you actually “live” them everyday?
4. Are you willing to sacrifice profit to protect them?
Your Organizational Values – An Acid Test…
1. What are your Organization’s Values?
2. How are they brought to life every day?
3. How do you handle ‘Values Violations?’
Your Organizational Values - Team Exercise…
Purpose…
The Power of Purpose
People make decisions emotionally
Your ‘Why’ will be achieved if your team can
connect it to their ‘Why’
Helps integrate Emotion with Logic
Builds Engagement and Ownership
When Purpose is clear, execution happens.
1. What is Your Organizational Mission or Purpose
Statement?
2. Can you remember it off by heart?
3. What is the story it tells?
4. What Belief does it Inspire?
Team Exercise…
Vision…
What Does Good Look Like?
What is it?
Who knows?
Why would anyone care?
How do they play a role in it?
Coordinating Your Team…
The Building Blocks of Epic Cultures…
1. Recruiting
2. Hiring
3. On-boarding
4. Developing
5. Values
6. Purpose
7. Vision & Strategies
8. Clear Roles & Responsibilities
9. Reward and Recognition
10. Vulnerability
11. Accountability
12. On-going reinforcement.
How are you doing…
1. Recruiting
2. Hiring
3. On-boarding
4. Developing
5. Values
6. Purpose
7. Vision & Strategies
8. Clear Roles & Responsibilities
9. Reward and Recognition
10. Vulnerability
11. Accountability
12. On-going reinforcement.
Rate each as a ‘S’ (Strength) or ‘W’ (Weakness)
Your Job in Leading Culture…
Best-Practice Culture Leadership is achieved when Leaders…
1. Model, stimulate, foster, support and reward
2. Decide how the organization’s cultural heritage is best used to support the execution of the Vision
3. Prepare the team for their roles
4. Own it! The integrity of the entire culture - not just the talk but also the walk
5. Make the tough choices
6. Communicate early and often – Be honest and clear
7. Create and sustain a performance system that ensures recognition and reward
8. Take charge. When the going gets tough – and it will – Don’t be dissuaded. Stand fast and demonstrate courage.
You can find me at… [email protected] Twitter: RobertSMurray LinkedIn: RobertSMurray1 Facebook: RobertSMurray1 Website: www.incrementa.ca
