building performance culture
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Building and Sustaining a High Building and Sustaining a High Performance Culture:Performance Culture:
The daily words, actions, behaviors, and decisions that guideThe daily words, actions, behaviors, and decisions that guideand reinforce who you want to beand reinforce who you want to be
Copyright 2006 Copyright 2006
Pure Culture Consulting Inc. Pure Culture Consulting Inc.
High Performance Culture
The first question:
Do you believe that there is a relationship
between an organization’s success and
its commitment to culture?
High Performance Culture
The second question:
If you send yes, does your financial model
reflect your belief?
High Performance Culture
The two culture themes for today are:
1. The importance of clarity
2. The importance of alignment
High Performance Culture
Organization culture is ultimately about your belief system…and it is shared!
High Performance Culture
How does culture impact your performance?
High Performance Culture
How does culture impact your performance?
High Performance Culture
Why Do Senior Leaders Join, Stay with, or Leave
a Company?
- 58% Values and Culture- 58% Values and Culture
- 56% Freedom and Autonomy
- 51% Job has Exciting Challenges
- 50% Well Managed
- 39% Career Advancement
Source: “The War for Talent,” McKinsey & Company 1998 (5,679 respondents from 77 U.S. based Companies
High Performance Culture
The State of Organization Culture in America!
Fast Company Magazine Survey:
My workplace is toxic: 48% My workplace values people: 52%
High Performance CultureHigh Performance Culture
How does a culture form?
1. The belief system and style of the original leader(s) becomes embedded into the daily operation. 2. The external environment shapes the behaviors needed for initial success. 4. Traditions emerge and relationships are created that define the business. 5. Leaders and employees pass down the rules to new team members.
High Performance CultureHigh Performance Culture
Characteristics of change-ready cultures:
1. The senior team has credibility
2. Leaders and employees are in a state of readiness
3. The organization manages transition well.
4. Clarity about direction is never in question
High Performance Culture
Culture Shaping Moments:
“Every breathe you
take, every move you make, they are watching you!”
High Performance Culture
Culture Shaping Moments:
The daily words, behavior,
events, and decisions that reinforce who you want to be
High Performance Culture
8 Principles for Shaping Organization Culture:
1. Craft a clear, aligned game plan 2. Select and develop a team that models the game plan 3. Relentlessly communicate and teach the game plan to the team 4. Establish appropriate performance measures and targets 5. Reward, celebrate, and discipline the right things 6. Keep your listening systems well-oiled… and use them 7. Monitor the shelf life of your systems, talent, products,
and services 8. Integrate internal and external branding
High Performance Culture
Alignment Model
ClearGame plan
SelectEducate
RewardListen
Measure
Reinvent
Brand
Principle 1: Craft a clear, aligned game plan
Creating AlignmentRecent research on execution:Recent research on execution:
Companies typically only realize about Companies typically only realize about 60%60% of their strategies of their strategies potential value because of defects and breakdowns in planning potential value because of defects and breakdowns in planning and execution. and execution.
Michael C. Mankins and Richard SteeleMichael C. Mankins and Richard Steele Harvard Business ReviewHarvard Business Review
Principle 1: Craft a Clear, Aligned Game Plan
Recent research on employees in Recent research on employees in organizations states:organizations states:
37%37% say they have a clear understanding of what the say they have a clear understanding of what the organization is trying to achieve and whyorganization is trying to achieve and why
20%20% say they are enthusiastic about their team and say they are enthusiastic about their team and organization goalsorganization goals
20%20% said they have a clear “line of sight” between their said they have a clear “line of sight” between their tasks and their team’s and organization’s goalstasks and their team’s and organization’s goals
Source: Stephen CoveySource: Stephen Covey The 8The 8thth Habit Habit
Principle 1: Craft a Clear, Aligned Game Plan
Rain Dancer Restaurant
Ft. Lauderdale, Florida
1973
Create Experienced
Meaningfulness!
Principle 1: Craft a Clear, Aligned Game Plan
The Game PlanThe Game Plan
Vision
Core Strategies
Team Values Key Initiatives
Principle 1: Craft a Clear, Aligned Game Plan
The VisionThe Vision
- Bold- Bold
- Inspiring- Inspiring
- Easy to say - Easy to say
- 10 year shelf-- 10 year shelf-
lifelife
Principle 1: Craft a Clear, Aligned Game Plan
Core Strategies
What do you want to be great at?
- Great Service
- Low Prices
- Cool Atmosphere
- Convenience
- World Class Quality
- Sustainability
Principle 1: Craft a Clear, Aligned Game Plan
Team Values
Articulate clear team values that support your vision
- Discipline
- Respectful
- Humble
- Honest
- Resilient
Principle 2: Select and develop a team that supports and executes the game plan.
• Technical capabilities• Leadership Style and values alignment• Branding for Talent
Principle 2: Select and develop a team that supports and executes the game plan.
Values Aligned
Values Incongruent
Low Extent
High Extent
Source: B.Z. Posner and W.H. Schmidt, Journal of Business Ethics
Principle 3: Relentlessly communicate and teach the game plan to the troops
- Core curriculum
- Intranet
- Leadership workshops
- Rallies that reinvigorate
- Senior team involvement
Principle 4: Establish appropriate measures and targets
Case Study: AAA and Mobile Travel Guide
Measures and targets: - Bags should arrive in the room within 10 minutes of
check-in - Coffee cups should never be empty for more than 30
seconds - Employees should use the quest’s name when
interacting
Principle 5: Reward, celebrate, and discipline the right things
• Embed into performance management system• Celebrate best practices and outcomes• Write Hand written notes• Zero tolerance
Principle 6: Keep your listening systems well-oiled
• Build formal listening infrastructure• Use anecdotal feedback• Don’t get defensive! Leave ego at door.
AABB
birth of companydeath of company
performanceproblemsrenewal
High Performance CultureHigh Performance Culture
Principle 8: Integrate internal and external branding
• The language you use• What hangs on the
walls• The clothes worn• Community sponsored
events• The colors in office• The annual report
High Performance Culture
The two culture themes for today were:
1. The importance of clarity
2. The importance of
alignment