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NRB Research Symposium - Al Lopus
 

NRB Research Symposium - Al Lopus

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    NRB Research Symposium - Al Lopus NRB Research Symposium - Al Lopus Presentation Transcript

    • 1
      Creating a Culture of Excellence
      Al Lopus
      June 2011
    • Proposition:
      Bad culture eats good strategy for lunch…
      2
    • 3
      Toxic Culture
    • 4
      Leadership Introduces New Strategy
      Toxic Culture
      Leadership Introduces New Strategy
    • What’s left?
      5
      Toxic Culture
    • 6
      Bad culture eats good
      strategy for lunch…
      New Strategy
      Toxic Culture
      What’s left of the Strategic Initiative?
    • Employee Engagement Is Linked to Ministry Growth
      Staff Engagement Levels
    • Engagement & Turnover
      I would prefer to remain with my organization even if a comparable job at higher pay were available.
      47.9%
      42.6%
      9.5%
    • DEFINING A GREAT PLACE TO WORK®
    • Genesis of an idea
      • The 100 Best Companies to Work for in America by Robert Levering and Milton Moskowitz(1984, 1994)
      • A Great Place to Work– What Makes Some Employers So Good (and Most So Bad) by Robert Levering (1988)
      • FORTUNE 100 Best Companies to Work For® Annual List (1998)
    • DIMENSIONS OF A GREAT PLACE TO WORK®
      Communication: Communications are open and accessible
      Competence: Competence in coordinating human and material resources
      Integrity: Integrity in carrying out vision with consistency
      Support: Supporting professional development and showing appreciation
      Collaborating: Collaboration with employees in relevant decisions
      Caring: Caring for employees as individuals with personal lives
      TRUST
      Equity: Balanced treatment for all in terms of rewards
      Impartiality: Absence of favoritism in hiring and promotions
      Justice: Lack of discrimination and process for appeals
      Personal Job: In personal job, individual contributions
      Team: In work produced by one’s team or work group
      Company: In the organization’s products and standing in the community
      Intimacy: Ability to be oneself
      Hospitality: Socially friendly and welcoming atmosphere
      Community: Sense of “family” or “team”
    • 100 Best Annualized ReturnsAnnualized Returns 1998-2009
    • 13
      The Best Christian workplaces Model
    • Ministry Value Chain:“Healthy Ministries Tend to Be Fruitful Ministries”
      A Compelling Place to Work
      A Compelling Place to Receive Ministry
      A Compelling Place to Give
      Staff Retention
      Growth
      Customer & Supporter Satisfaction
      Customer & Supporter Loyalty
      Ministry Value
      Staff Engagement
      Effectiveness
      Staff Productivity
      Source: Harvard Business Review: Putting the Service-Value Chain to Work. Heskett, Jones, Loveman, Sasser and Schlesinger. March-April, 1994 Adapted for Christian Ministries by BCWI
    • Employee Retention
      Growth
      Customer & Supporter Satisfaction
      Customer & Supporter Loyalty
      Ministry Value
      Employee Engagement
      Effectiveness
      Employee Productivity
      The Next Question: What Factors Influence Engagement?
      Factor 1
      Ministry Value Chain:
      Factor 2
      Factor 3
      Factor 4
      Factor 5
    • Research in Christian Workplaces
      470+ unique Christian ministries surveyed
      100,000+ staff respondents over last 9 years
      Research by SPU’s Doctoral Program in Industrial/Organizational Psychology (Drs. Rob McKenna & Tanya Boyd)
      58 Question Staff Questionnaire
      16
    • Representative Organizations
      KSBJ, Houston
      KCMS, Seattle
      EMF/ K Love
      Back to the Bible
      American Bible Society
      Heartland Church, Rockford, IL
      LifeChurch.tv
      Indiana Wesleyan U
      Tyndale House
      InterVarsity Press
      CRISTA, Seattle
      Denver Rescue Mission
      ELIC
      Joni and Friends
      MOPS International
      ADF
      Upward Sports
      17
    • Commitment
      To Growth
      Ministry Value Chain:
      Christian Character
      Employee Retention
      Growth
      Competence
      Customer & Supporter Satisfaction
      Customer & Supporter Loyalty
      Ministry Value
      Employee Engagement
      Climate for
      Action
      Effectiveness
      Employee Productivity
      Compensation
      5 C’s of Christian Leadership
    • Christian Character
      19
      Faithful leadershipexhibits the Fruit of Holy Spirit, puts Christ first, has integrity, demonstrates compassion
      High trust between leadership and staff
      Christian witness –by reflecting Christ to the World
      What does the Lord require of you?To act justly and to love mercy and to walk humbly with your God Micah 6:8
    • Competence
      20
      Management excellence – stewardship of human and financial resources
      Alignment- Mission, vision, values strategy and goals aligned
      Results – the ability to deliver results
      Healthy relationships with stakeholders
    • Commitment to Grow
      21
      Supervisory intimacy – supervisors care for employees as people, and can solve work related problems.
      Mentoring- development is encouraged by a mentor
      Community- Christian community experienced with co-workers
    • Communication for Action
      Active collaboration- seeking and acting on suggestions
      Inclusive transparency-involving employees in decisions and openly explaining reasons behind decisions
      Innovative focus- encouraged to experiment
      22
    • Compensation
      Recognition for top performers
      Fairness in the levels and treatment of rewards and benefits
      23
      For the worker is worthy of his wages. Luke 10:7
    • Four Levels of Health
      24
    • Culture Overall
      25
      Pioneering
      Healthy
      Limited Health
      Toxic
    • Ministry
      Reach
      Revenue
      Growth
      Goal
      Achievement
      Actual
      • Ee Perception
      Communication Effectiveness
      Peer to
      Peer
      Top
      Down
      Bottom
      Up
      Compensation
      Climate for
      Action
      Christian
      Culture
      Capability &
      Competence
      Commitment
      For Learning
      & Training
      Investment
      BCWI Ministry Scorecard Dashboard
      Mission Growth
      Mission Efficiency
      Ministry
      Efficiency
      Comp $
      Effectiveness
      Ministry Perspective
      Customer Satisfaction
      Donors
      Donor
      Retention
      Donor
      Growth
      Customer
      Retention
      Customer
      Rating
      Employee
      Rating
      Donor
      ROI
      Customer / Donor
      Talent Management Effectiveness
      Internal Business Processes
      Employee
      Satisfaction
      Employee
      Retention &
      Absence
      Employee
      Engagement
      Employee
      Fit
      5 C’s of Christian Management
      Learning and Growth
    • “The 4-D” Cycle - Organizational Change Approach (Appreciative Inquiry)
      Discovery
      What gives life?
      Appreciating
      2. Dream
      What might be?
      Envision Impact
      4. Destiny
      How to empower, learn
      & improve?
      Sustaining
      Positive
      Change Topic
      3. Design
      What should be-the ideal?
      Construct Together
    • Prayer
      That Christian organizations set the standard as the best, most effective workplaces in the world.”
      28