Facilitator Tonya Leary is the President & Founder of T.S. Leary & Associates, a national executivesearch and placement an...
"All organizations say routinely People are ourgreatest asset. Yet few practice what theypreach, let alone truly believe i...
   Participants will identify (3) companys core values    and (3) leader behaviors that create culture.   Participants w...
Your companys values, drives leaders behaviors and creates your culture. Culture drives employee engagement, productivity ...
   Accountability- Responsibility of our actions that influence the lives of our customers and    fellow workers.   Bala...
   We give back to our communities    ◦ Translation: We look after the locals.    We grow our business profitably    ◦ T...
   Our vision is supported by our core values:    C.A.R.E.   Customers--Value every customer.    Associates--Support the...
1) We want to work with great people                  •We hire great people and expect a lot from them                  •W...
1. Being a Role Model for Integrity &   13. Driving for ResultsEthics                                  14. Managing & Eval...
   Lack of Career Development Opportunities   Poor Work Climate   Lack of Challenging Work   Direction of the Organiza...
   My manager doesn’t relate well to direct reports, peers or upper    management.   Yelling, making threats or losing y...
   Increased Absenteeism   Raising voice frequently   Depression   Lack of motivation   Shutting down   Becoming dis...
   Make Managers Accountable   Increase Engagement – Connect as a Manager   Capture Discretionary Effort   Maintain Em...
Measure and TrainSmart GoalsEducating ManagersRemoving BarriersPeer LearningCaring EnvironmentIncentives Tied to Me...
   Managers are held accountable through    metrics as well as informal data, feedback,    and information, including tur...
 Be approachable Be accessible - Make it easy for direct  reports to keep in contact with you Open door policy – be ava...
 Offering YOURSELF as a person Offering your TIME with a regular  Take 10 Check-In Offering your APPRECIATION by  letti...
   How are you doing?   How is the team doing?   How can I help?
   Create clear expectations   Connect people to a larger picture   Create improvement opportunities   Encourage socia...
   1. Understanding culture comes first.   2. Employee participation is key.   3. Defining culture requires getting to ...
Productivity & Performance           Profitability             Turnover           Absenteeism         Employee Fraud  Cust...
   Respect For People    We believe that people are our most valuable    asset and will always do the right thing in our ...
   Participants will identify (3) companys core values    and (3) leader behaviors that create culture.   Participants w...
◦ Leader Behavior Checklist –The Leader Behavior Checklist is a self-  improvement tool to help people in leadership posit...
Corporate Culture by Tonya Leary
Corporate Culture by Tonya Leary
Corporate Culture by Tonya Leary
Corporate Culture by Tonya Leary
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Corporate Culture by Tonya Leary

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Corporate Culture by Tonya Leary

  1. 1. Facilitator Tonya Leary is the President & Founder of T.S. Leary & Associates, a national executivesearch and placement and training solutions company located in Hagerstown, Maryland..
  2. 2. "All organizations say routinely People are ourgreatest asset. Yet few practice what theypreach, let alone truly believe it." (Drucker 1995p77)
  3. 3.  Participants will identify (3) companys core values and (3) leader behaviors that create culture. Participants will learn how to assess the true culture of their company ; the personality and the identity of their organization (Culture survey sample) Participants will identify (3) strategies they can implement to create, sustain and improve a culture that fuel the achievement of business results, while increasing employee engagement, productivity, and discretionary effort.
  4. 4. Your companys values, drives leaders behaviors and creates your culture. Culture drives employee engagement, productivity and discretionary effort drives business results.
  5. 5.  Accountability- Responsibility of our actions that influence the lives of our customers and fellow workers. Balance- Maintaining Healthy life and work balance for workers. Collaboration-Collaborating within and outside the company to give the best. Commitment-Commitment to roll great product, service and other initiatives that impact lives both within and outside the organization. Community- A sense of responsibility and contribution to society that define our existence. Consistency-Be consistent in offering the best for wonderful experience. Diversity- Respecting the diversity and giving the best of the composition. Efficiency- Being efficient and effective in our approach to give best solution each time. Empowerment- Empowering the employees to take initiative and give the best. Fun- Having fun and celebrating small successes in our journey to achieve big. Innovation- To come out with new creative ideas that have the potential to change the world. Integrity-To act with honesty and integrity without compromising the truth. Leadership- The courage to lead from front and shape future. Ownership- Taking ownership of the company and customer success. Passion-Putting the heart and mind in the work to get the best. Quality-Giving the best and unmatched results for all round satisfaction. Respect-Giving due respect to self and others and maintain the environment of team work and growth. Risk Taking- Encouraging self and others to take risk for a bright future. Safety- Ensuring the safety of people and making sure to give them trouble free experience. Service Excellence- Giving the best and world class service and achieving excellence each passing day.
  6. 6.  We give back to our communities ◦ Translation: We look after the locals. We grow our business profitably ◦ Translation: Sure were here to make dollars, but thats what keeps 85,000 of us in a job. We believe in the McDonalds System ◦ Translation: You, the person that runs your restaurant, and the guy that delivers the buns are all equally important We strive continually to improve ◦ Translation: We want to take pole position in every race We operate our business ethically ◦ Translation: We give everyone a fair go, and tell it like it is We place the customer experience at the core of all we do ◦ Translation: We treat every customer like a celebrity We are committed to our people ◦ Translation: McDonald’s cares about you
  7. 7.  Our vision is supported by our core values: C.A.R.E. Customers--Value every customer. Associates--Support them as valuable resources. Real Communications--share information with people when they need it. Execution--achieve our business goals.
  8. 8. 1) We want to work with great people •We hire great people and expect a lot from them •We create an environment where people can flourish and grow •We treat people with fairness and respect •We challenge each other’s ideas openly •We value diversity in people and ideasCore Values •We are a quantitative company that uses data to make decisions 2) Technology innovation is our lifeblood •Build the world’s best technology and products •We apply technology and creativity to solve important problems 3) Working at Google is fun •We expect our people to know and enjoy each other •We have a challenging/energetic work environment •We celebrate our successes and each other’s accomplishments – both professional and personal 4) Be actively involved; you are Google •Honor commitments •We openly communicate and trust you with a great deal of information and we expect you to honor our confidentiality •Understand when you are representing Google and act appropriately 5) Don’t take success for granted •Think and act like an underdog •Be humble with success; don’t be arrogant •Be scrappy and resourceful 6) Do the right thing; don’t be evil •Honesty and integrity in all we do •Our business practices are beyond reproach •We make money by doing good things 7) Earn customer and user loyalty and respect every day •Create, enhance and maintain great products and services Sustainable long-term growth and profitability are key to our success •Think scale and efficiency •Every dollar is yours •Do things that matter 9) Google cares about and supports the communities where we work and live •We encourage and enable our people to support local community involvement and expect them to participate 10) We aspire to improve and change the world •Aim high; think BIG, take risks •A healthy disregard for the impossible
  9. 9. 1. Being a Role Model for Integrity & 13. Driving for ResultsEthics 14. Managing & Evaluating2. Demonstrating Optimism & Positive PerformanceEnergy 15. Coaching & Developing Talent3. Learning the Business 16. Managing Complexity & Ambiguity4. Establishing a Vision & Mission 17. Managing Your Time5. Setting Strategy & Priorities 18. Evaluating Risk6. Hiring Great Talent 19. Resolving Conflict7. Creating a Culture of Customer 20. Driving InnovationFocus 21. Influencing Others8. Building High Performance Teams 22. Collaborating Across the9. Motivating & Inspiring Others Organization10. Delegating & Empowering 23. Demonstrating Passion for Your11. Listening Work12. Communicating 24. Being a Champion for Work/Life Balance 25. Keeping Things in Perspective (Humility & Gratitude 
  10. 10.  Lack of Career Development Opportunities Poor Work Climate Lack of Challenging Work Direction of the Organization Lack of Recognition
  11. 11.  My manager doesn’t relate well to direct reports, peers or upper management. Yelling, making threats or losing your temper in a business situation Cross-departmental communication and involvement is discouraged. Best practices are not shared to improve processes. Disclosure of privacy except for necessary legitimate purposes (HIPPA, FMLA/ WC/ ADA/GINA) Engaging in or condoning inappropriate conversation or behavior Denying a requested reasonable accommodation of an applicant’s or employee’s sincerely held religious beliefs or practices Hostility /Alienation Inconsistent treatment of employees Lack of intervention from management when conflict occurs between team members Employee resign due to issues not addressed Not providing equal access to training and career development Retention of an employee who engages in misconduct that poses a threat to others during and after work hours. Defamation - Injuring someone’s reputation by making false or malicious statements 14
  12. 12.  Increased Absenteeism Raising voice frequently Depression Lack of motivation Shutting down Becoming distant and keeping their concerns to themselves Silence A decline in employee performance Responses from private employee surveys Communication between management and employees
  13. 13.  Make Managers Accountable Increase Engagement – Connect as a Manager Capture Discretionary Effort Maintain Employee Productivity, Loyalty, and Confidence While Undergoing Major Change – Acquisitions /Mergers
  14. 14. Measure and TrainSmart GoalsEducating ManagersRemoving BarriersPeer LearningCaring EnvironmentIncentives Tied to MetricsConstant ReviewHave Fun
  15. 15.  Managers are held accountable through metrics as well as informal data, feedback, and information, including turnover. Engagement rises when managers take time to interact with workers
  16. 16.  Be approachable Be accessible - Make it easy for direct reports to keep in contact with you Open door policy – be available Manage by walking around or consider being closer to their work area Show sincere interest Invite direct reports to discuss concerns, ideas, recommendations Recognize when it’s time to get out of the way and let employees do great work 19
  17. 17.  Offering YOURSELF as a person Offering your TIME with a regular Take 10 Check-In Offering your APPRECIATION by letting them know
  18. 18.  How are you doing? How is the team doing? How can I help?
  19. 19.  Create clear expectations Connect people to a larger picture Create improvement opportunities Encourage social networks at work Make people feel important
  20. 20.  1. Understanding culture comes first. 2. Employee participation is key. 3. Defining culture requires getting to the core.. 4. Constantly communicate the core culture. 5. Live the core culture principles. 6. Everyone must be a culture manager. 7. A workplace should be the right place.
  21. 21. Productivity & Performance Profitability Turnover Absenteeism Employee Fraud Customer Satisfaction & Loyalty Quality Defects Safety Compliance Employee SatisfactionPhysical & Psychological Well-Being
  22. 22.  Respect For People We believe that people are our most valuable asset and will always do the right thing in our dealings and interactions with all employees. 25
  23. 23.  Participants will identify (3) companys core values and (3) leader behaviors that create culture. Participants will learn how to assess the true culture of their company ; the personality and the identity of their organization (Culture survey sample) Participants will identify (3) strategies they can implement to create, sustain and improve a culture that fuel the achievement of business results, while increasing employee engagement, productivity, and discretionary effort.
  24. 24. ◦ Leader Behavior Checklist –The Leader Behavior Checklist is a self- improvement tool to help people in leadership positions recognize and improve critical behaviors that are known to be effective in setting direction and inspiring others in an organization.◦ http://www.collegiateproject.com/articles/Leader%20Behavior%20 Checklist.pdf◦ Workplace Culture Assessment Tools /Culture Survey Sample

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