Keys to Establishing Healthy Organizational Culture Chris May: Vitae Consulting LLC 630-608-7072 cmayconsulting@gmail.com
About the Presenter 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
What influences Culture? • Your Purpose • Your People & Profiles • Your Perks • Your Plan
PURPOSE Defining Your Mission, Vision & Core Values • Mission: Why do you exist? • Vision: What impact will you have on the world? • Core Values: What is in your “secret sauce”?
Define your Mission “Lord, help us to stand for something, because the man who stands for nothing will fall for anything” • Tell the world and your people why you exist? • What is your value proposition? • Keep it simple, true, and clear.
Your Vision for the World • 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.
The Value in Core Values • Speaks to what makes the organization unique; your secret sauce. • It anchors staff behavior on a moment by moment basis; they empower.
The Mission, Vision & Values “Why”. • To clearly define who we are… • …where we are going… • …and the manner in which we operate. • And here’s why it’s so important…
The Most Powerful Negative Influence on Performance in Every Organization… • …is anxiety • Anxiety-up, performance-down • Anxiety-up, motivation-down • And, unfortunately, when anxiety goes up, inappropriate behavior increases
The Most Powerful Positive 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.
Sidenote: Effective Leadership • 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 own; this will cause anxiety
Leadership Warning • 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.
Top 5 Reasons Leaders Fail to Address Inappropriate Behavior 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.
PEOPLE, PROFILES & PLACEMENT • This speaks to the importance of your people. • K now you have the right staff… • …in the right seats… • …and retain them (reduce turnover).
Human Capital • 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?
Profiles • 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.
The Profile • What is it/Where did it come from? • What it shows. • Is it legal? • Best Practice use.
PERKS Tips on Structuring Employee Benefits • 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.
PROMOTERS Implimenting Net-Promoter Surveys • How do you measure the cultural health of your organization? • What is a Net Promoter Survey/Score? • Why is it important? (28/55/17)
Net Promoter Survey • 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.
Strategic Plan “ Culture Eats Strategy for Breakfast” • Avoid scope creep and why its important. • Strategic plan and KPI’s. • Reinforces accountability and clarity.
Questions/Comments? “Feedback is the Breakfast of Champions” Chris May: Vitae Consulting LLC 630-608-7072 cmayconsulting@gmail.com
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