Organizational Culture Chris May: Vitae Consulting LLC 630-608-7072 - - PowerPoint PPT Presentation

Chris May: Vitae Consulting LLC 630-608-7072 cmayconsulting@gmail.com

Keys to Establishing Healthy Organizational Culture

S u c c e s s f u l c a r e e r f o r 2 f o r t u n e 5 0 0 c o m p a n i e s R e c e i v e d M B A i n 2 0 1 1 ; c a l l e d i n t o m i n i s t r y w o r k i n 2 0 1 2 A t C a r e N e t D u P a g e : e x p a n d e d t h e o r g a n i z a t i o n a l f o o t p r i n t f r o m 4 c e n t e r s t o 6 i n 2 y e a r s R e c r u i t e d t o A v a i l N Y C i n M i d t o w n M a n h a t t a n i n 2 0 1 5 a s C O O ; p r o m o t e d t o C E O i n 2 0 1 7 , b u t t h e L o r d h a d o t h e r p l a n s I n 2 0 1 8 , e s t a b l i s h e d V i t a e C o n s u l t i n g t o c o m e a l o n g s i d e P R C ’s w i t h e x e c u t i v e c o a c h i n g , o p e r a t i o n a l , c e n t r a l - s e r v i c e s , a n d c u l t u r e - d e v e l o p m e n t s u p p o r t

About the Presenter

• Your Purpose
• Your People & Profiles
• Your Perks
• Your Plan

What influences Culture?

• Mission: Why do you exist?
• Vision: What impact will you have on

the world?

• Core Values: What is in your “secret

sauce”?

PURPOSE

Defining Your Mission, Vision & Core Values

• Tell the world and your people why

you exist?

• What is your value proposition?
• Keep it simple, true, and clear.

Define your Mission

“Lord, help us to stand for something, because the man who stands for nothing will fall for anything”

• How will the world around you be

transformed by your presence?

• The Mission speaks to the why,

while the Vision speaks to where we are going.

Your Vision for the World

• Speaks to what makes the
• rganization unique; your secret

sauce.

• It anchors staff behavior on a

moment by moment basis; they empower.

The Value in Core Values

• To clearly define who we are…
• …where we are going…
• …and the manner in which we
• perate.
• And here’s why it’s so important…

The Mission, Vision & Values “Why”.

• …is anxiety
• Anxiety-up, performance-down
• Anxiety-up, motivation-down
• And, unfortunately, when anxiety

goes up, inappropriate behavior increases

The Most Powerful Negative Influence on Performance in Every Organization…

• …is clarity
• Clarity-up, anxiety-down/motivation

increases

• Clear Mission/Vision/Values binds

individuals toward a common

• purpose. Creates a culture on Unity.

The Most Powerful Positive Influence on Performance in Every Organization…

• Leaders responsibility to lead.
• The hard-truth: what you see is a

result of your leadership

• Failure to lead (give clarity), forces

your people to figure it out on their

• wn; this will cause anxiety

Sidenote: Effective Leadership

• If the leader exhibits inappropriate

behavior, they are sending a message to staff.

• If the leader tolerates inappropriate

behavior, their leadership capacity will be diminished.

Leadership Warning

1.I’m extending them grace. 2.Avoidance of conflict. 3.It will get better on its own. 4.Prevent wounding staff/for sake of

relationship.

5.Hypocritical.

Top 5 Reasons Leaders Fail to Address Inappropriate Behavior

• This speaks to the importance of

your people.

• Know you have the right staff…
• …in the right seats…
• …and retain them (reduce turnover).

PEOPLE, PROFILES & PLACEMENT

• People are your most valuable asset
• People, with the right gifts, in the

right seats, united in a common purpose, can change the world.

• But how do you know you have the

right people, gifts, and alignment?

Human Capital

• The right people?
• The right giftedness for the role?
• How do I know if they are in the right

seat on the bus?

• Answer: The Flippen Profile.

Profiles

• What is it/Where did it come from?
• What it shows.
• Is it legal?
• Best Practice use.

The Profile

• If done right, this will move the

cultural-needle.

• Scarcity, benefits, and the elephant

in the room.

• High-cost to no-cost.
• Happy wife, happy life.

PERKS

Tips on Structuring Employee Benefits

• How do you measure the cultural

health of your organization?

• What is a Net Promoter

Survey/Score?

• Why is it important? (28/55/17)

PROMOTERS Implimenting Net-Promoter Surveys

• One question survey/0-10 scale.
• Best score is +100/Worst score is -100
• 9-10= Promoters, 7-8= Ambivalents,

6-0= Detractors.

• Quarterly is best/annual intensive

survey to go deeper.

Net Promoter Survey

• Avoid scope creep and why its

important.

• Strategic plan and KPI’s.
• Reinforces accountability and clarity.

Strategic Plan

“Culture Eats Strategy for Breakfast”

Chris May: Vitae Consulting LLC 630-608-7072 cmayconsulting@gmail.com

Questions/Comments?

“Feedback is the Breakfast of Champions”