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Culture Building and Culture Change - NEW Online Academy


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Culture Building and Culture Change - NEW Online Academy

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Corporate culture change is the response to revolutionary changes in the workplace. Culture assessment, employee engagement and empowerment, and culture change processes are covered IN-DEPTH in this online training program, with culture expert Lisa Jackson of Corporate Culture Pros and CulturSpire.

Corporate culture change is the response to revolutionary changes in the workplace. Culture assessment, employee engagement and empowerment, and culture change processes are covered IN-DEPTH in this online training program, with culture expert Lisa Jackson of Corporate Culture Pros and CulturSpire.


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Culture Building and Culture Change - NEW Online Academy

  1. 1. Sample Slides Session One All content © 2017
  2. 2. Why This Training (c) 2017 2 Culture IS A company’s biggest P&L center. Culture IS NOT Easy work … but it is SIMPLER than you imagine if you know the principles. STICKY Culture YOUR GOAL as an organization? Foster a TRIBE where people feel passionate, united, and proud.
  3. 3. Goals for Modern Culture Academy • Get executives on board by speaking the language of ROI in culture: There’s no either/or between happy people and healthy, profitable growth. • Learn + assess your culture and apply SPECIFIC strategies and tools to foster a high performing, team-centric, talent-magnet company culture. • Share and interact around best practices for team and organizational engagement. • Participate in a community of culture builders who inspire, create, and expect MORE from work. Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  4. 4. About Lisa Jackson (c) 2017 4 18 years’ experience training leaders in culture methods with both Fortune 500 companies and Small-Medium Businesses. Worked globally and in the U.S. on large-scale culture change and transformational initiatives. Author of 2 books on transforming corporate culture. Keynote speaker and thought leader on The Modern Workplace, and why culture as a unique internal brand is crucial to out- performing competitors. Mom of two Millennials. Revolutionary and change agent at heart. Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  5. 5. (c) 2017 5 Revolution: The Perfect Storm of 3 forces… And it’s just getting started… INTERNET Transparency GLOBAL Transparency EMPLOYEE Transparency Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  6. 6. The Two-Kingdom World a Great Products attract LOYAL CUSTOMERS Great Cultures attract (and keep) SMART, TALENTED PEOPLE (c) 2017 6 Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  7. 7. You Know The Stats … (c) 2017 7 70 -90% Of annual company revenues across a range of industries are derived from new products launched within the past three years. 50% Of mergers fail to generate expected synergy, and to achieve ROI cost increases are passed onto customers. Since 2000, Gallup has reported 2/3 of workers are disengaged. 2/3rds Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  8. 8. More Change is Around the Corner… (c) 2017 8 Gen X 75% Millennial Millennials (1981-1997) are the largest generation in the U.S. workforce as of 2015. By 2025, three out of four workers globally will be Millennials. The average length of service at any one company for Millennials is 2.6 years. Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  9. 9. What It’s Costing Companies • The average raise an employee can expect is 3 percent, but given the cost of inflation, it amounts to a mere 1 percent in additional spending power. • If an employee leaves a company, they can look forward to a 10-20 percent increase in salary; as much as 50% for high-demand talent. • The national turnover rate has hovered around 45% for several years; 60% of that is voluntary. Retail and leisure industries have the highest turnover rates. • Culture MATTERS: Culture Building is for companies who compete to win great Talent (not just Customers.) (c) 2017 9 Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  10. 10. (c) 2017 10 Redesigning and Reinventing: • Workplace environments • Meetings • Policies and Practices for Hiring, On-Boarding, Promoting • Communication practices … will support a sustainable stream of Smart, Talented People who can foster innovation and profitable growth. The Future of Work = Creating a place people WANT TO BE. The Future is Now Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  11. 11. Leaders New Job Title (c) 2017 11 CIO VP SALES DIRECTOR, PRODUCT INNOVATION T h i s P h o t o b y U n k n o w n A u t Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  12. 12. Profitable Growth 12 Purpose 3-Step Culture-to-Profit Formula Passion Productivity (c) 2017 Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  13. 13. Assessment: Change Begins Here Ask Inspire Design Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  14. 14. Topics We Cover… • Principles of culture building for leading rapid change • Overview of 5 core practices of modern culture building • ROI: Culture as a performance driver, tied to strategic change • Executive / leader engagement and empowerment of employees • Building and unleashing culture champions • Creating a strong start (or refresh) in culture building efforts • Best Practices for Assessment • Live Q&A • Much more! Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  15. 15. Assessment: Change Begins Here Ask Inspire Design Why culture? Why now? What is the opportunity? What happens if we do nothing different? INTERVIEW: CEO/President, Top Leaders, Key Customers, Key Influencers in your employee audience. ALL change begins with a compelling WHY. Develop a business case for culture: Identify growth targets, merger plans, talent goals. A compelling vision of the Culture Future – with soft and hard evidence - is ESSENTIAL at this stage. Your Culture Assessment Approach should MAKE positive change in itself. Design it to engage, inspire, innovate. It should aim to touch 100% of the target employee base, through mixed methods: • Surveys (develop your own or use a benchmark tool) • Focus Groups • Interviews Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  16. 16. Culture ROI: 5 Questions to Develop Your Business Case Ask Inspire Design 1. What business results are executives concerned about improving, changing, or expanding? Articulate them CLEARLY. Ask them, don’t guess. 2. What people results are showing signs of early trouble? Turnover, lack of adoption of change, leadership pipeline, angry customers. Get NUMBERS. 3. Collect 2-3 anecdotes from Powerful Influencers in the company, that address WHY we must work on our culture. Don’t leave this to chance. 4. What is the trajectory if we don’t change? 5. What Quick Wins can you target? (ONE specific Department whose leader is bought into change. ONE pain point: “High turnover is stunting growth.”) 6. Find a credible leader on the Executive Team to champion the culture work, and sell them first. It is not always the CEO, but ideally it is someone closely tied to the business. Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  17. 17. Culture ROI Worksheet *Less stress, better morale, trust in leadership. Common Organizational Result $$ Impact Soft Impact* Lower Turnover / attrition Higher attendance Reduced healthcare usage, costs Improved cooperation across Departments Fewer mistakes / rework on projects Increased process innovation Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  18. 18. What Derails Assessment: Avoid the Iceberg • Leaders who don’t care. Watch their actions and body language, not their WORDS. Don’t start if they aren’t “in” – it makes things worse. (Trust me, I’ve been doing this for 18 years.) • Over-design – HR and OD folks, it’s so easy to Scope Creep!” Best to keep it simple and GET MOVING. • Ignoring disenfranchised groups. You have to withstand some fire and venting in this. These people can become your biggest allies if you do it right. • Data-collection without a plan to share the results. As we’re not talking about an email with an indecipherable chart. Plan for DIALOGUE with people. How will you USE and IMPLEMENT what you hear? Otherwise you create false hope and people become more disengaged. What’s down here sinks your ship Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  19. 19. Business Case for Culture: One Company’s Story Call Center based in Mexico, faced with 200% turnover and corporate goal to double in size within 2 years. Challenge: How to create a business case that met senior executive buy-in to invest in the culture. Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  20. 20. Culture Assessment Approach: Keeping it Simple Telecom company post-merger = 150 employees. Discuss the approach they took to cultural assessment, and the impact on the executive team. Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  21. 21. Awareness: Inspire A Movement Where Moveme nts Begin Learning Centered Change Top- Down & Bottom- Up Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  22. 22. Topics We Cover… • Awareness: Principles for building momentum at different levels: • VP and up • Director level • Manager/Supervisor • Front lines • When should culture change? • Effective attention to levels of change / motivation for culture work • Introduction to The Modern Workplace habits + “Learning Centered Culture” • Alignment – Introduction of 6 crucial steps Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500
  23. 23. Please Join Us for Modern Culture Academy… (First Session comes with money-back guarantee) Modern Culture Academy Enrollment Early Bird Deadline August 4 – Saves $500

Editor's Notes

  • The idea of culture as a company’s #1 profit center is closely linked to this concept of “your special tribe” – because in an economy that is driven by change, people (and their will power) are the biggest variable that you cannot “control.” (like you can the temperature of the manufacturing plant or the inputs on the spreadsheet.)

    CEO’s like Jeff Bezos, Tony Shaeh, Mark Zuckerberg have long KNOWN they don’t have to choose between culture and profit and market dominance.
    Between INNOVATIVE products/services VERSUS culture, which is most responsible for their wild success, they would ALL say Culture.

    Because culture is HOW smart, talented people innovate your products and services. The more of them you have, who WANT to be in your company, the better you can serve and retain great customers and grow your bottom line.

    Today I am going to show you a simplified pathway (and a training process) for fostering a culture WHERE
    People WANT to work and grow,
    Profitable growth skyrockets.

  • OK, there I am – this was on top of one of our amazing Colorado peaks near where I live, after a 4-hour climb to the top. I share this as one of MY passions and it’s not always about culture!

    A few stats …
    I have been fascinated my whole life, about PEOPLE and what motivates them, makes them tick and do amazing things. At the same time, I come from a family of merchants and businesspeople, so I’ve always had great respect for what makes a good business tick.
    I have also been a bit of a rebel, the person who was brave and insightful enough to ask questions no one else does.
    I would never have lasted in the traditional corporate world!
    I have a GREAT PASSION AND MISSION to train a new generation of leaders, and help people unleash outdated patterns of thinking that hold companies back from getting the most from people and teams, with less effort.
  • For many of us, winning in business can feel a bit stormy – fiercer competitive forces for both talent and customers, more complexity, faster change.
    Let’s take a brief look at the 3 forces that have converged to create a perfect storm in our workplaces, and in our society.

    Internet, globalization, and employee expectations have made the game of business MUCH DIFFERENT than even 5 years ago.
    And before I detail a bit on each these forces, the one thing they have in common, is that they have stimulated a WORLD cultural value of transparency.

    What do you think is the #1 requirement in a society of Transparency? (where “everybody can find out opinions (right or wrong) about everything instantly.)

    It’s TRUST.
    If you are going to be exposed, it’s better if you know they’ll like what they’re going to see. 

    Internet transparency – we have eliminated barriers to entry in nearly every industry, which has greatly increased competition in every industry. The speed of change is increasingly rapid. The expectations and tools unleashed by the internet, has created a society of full transparency in every part of our lives – good and bad.

    Employee transparency: A new generation of workers sees work and the employment relationship as a two-way street, versus the employer holding all the cards. Employees today feel entitled to understand WHY decisions are made a certain way. They expect transparency from leaders, clear insight into vision, strategy; transparency in how the company is run. Attracting and keeping talent today is ALL about transparency. The Millennials are not the enemy, nor are they simply lazy, entitled, and overly driven by screen-time. They are a product of what was happening in our society AND they were raised by Boomers. Millennials are a product of societal evolution of values, that we cannot dismiss or stereotype …. Better that we GET BUSY training them to lead.

    Global transparency – in an ever-flattening world, a country’s business and government can no longer function in isolation. All of us now depend on suppliers and vendors who are not in our own country, and this has created tremendous diversity in cultural expectations.

    Entire industries are being leveled and transformed – and yet as you will see shortly, that transformation has not fully caught up in business.
    In fact, I believe that the biggest barrier to successfully adapting to change – is that leaders have not fully embraced and understood how to manage these 3 forces in ways that build high levels of trust, and manage the Transparency factor proactively.
    The Centering Force in a hurricane, the eye, is where it is calm … but the winds immediately surrounding it are the most fierce. How to get to the Centering Force amidst Workplace Revolution?
    It is truly about creating a Purpose-Centered workplace – that calm in the storm and WHY Purpose turns out to be the most essential quality of any successful company, as well as two additional stabilizing forces for change and growth: Igniting Passion and fueling Productivity.
  • As a result of these forces … we now live in a Two-Kingdom world –
    Remember the yin/yang concept of balance? That one quality is made whole by the presence of the other?
    Like the presence of day and night – we cannot know one without the other.
    leaders today must see themselves as equal stewards of TWO TYPES OF CUSTOMERS:
    Customers as Buyers, people who buy, influence, or refer others to your products and services… AND
    Customers as Talent, people who choose to dedicate their expertise, passion, and skills to grow and serve your buyers and your organization (for a time.)
    Great products attract Buyer Customers
    Great cultures attract and keep Talent Customers
    “Which do you need more?”
    This is like asking “how do you optimize a tree’s growth – with sunlight or water?”
    Today’s employees ARE customers in a very REAL way – they choose whether or not to do business with you.
    Great CEO’s of companies like GE, PepsiCo, Spielberg Productions – will tell you they spend 50% of their time on the talent side of this equation: Defining who will succeed in your co. Acquiring the right people. Putting them in the right roles. Grooming them, growing them.
    A strong Culture Brand means you will attract and retain better people, just as a great Product Brand allows you to attract and retain better customers.
    How many of your BEST employees today, would refer one of their close friends or colleagues to work for you?
    Paying a referral bonus is not enough.
    People will only refer their friends if they know it’s a great place to work.
    It’s a great question to ask in a focus group or private interviews:
    Would you refer our friends to work here? Be honest! If not, why not? What would have to change here?

  • One of the myths of culture work, is that it is a “nice to have” fluffy soft thing to do, and when a company needs results and profit, it goes by the wayside.
    Competitive advantage moving forward is the EXACT OPPOSITE – in a knowledge economy, CULTURE is how you get to the on-ramp super-highway versus continuous construction and speed bumps that slow you down.

    Worker disengagement – this statistic is well-known and based on research conducted mostly in the United States -but since 2011, global statistics indicate about 13% are fully engaged.

    Let’s talk about M&A. 2016 was a HUGE year for m&a, and it’s not slowing down as many industries seek to consolidate by joining forces – but too often, they fail to understand the cultural implications.
    In October 2016 alone, nearly $490 billion of deals were announced, including AT&T’s (T) purchase of Time Warner (TWX) for $85.4 billion, which many suggest will kill competition for media content. In 2015, mergers and acquisitions globally involved more than $4 trillion of assets.
    New research suggests these deals have large, negative effects on consumers: Price increases of 15 percent to 50 percent with no corresponding increase in the quality of the goods being sold. MoneyWatch proposes mergers are about market dominance more than in productivity gains or cost efficiencies because the INCREASE in the cost of doing business is passed onto customers, post-merger. I don’t consider this a successful outcome in M&A, because too often - it doesn’t create more value, when it’s about money held by investors and lawyers, versus creating a greater competitive arena for innovation and growth. And the research is clear, that cultural integration is in the top 3 of the reasons this fails to happen.

    50% of company revenues = new products = PROOF OF THE SPEED OF CHANGE. Who’s thinking of, creating, designing, building, and distributing these products? PEOPLE.
  • Millennials – largest generation.
    By 2025 3 out of 4 workers globally will be Millennials.
    It is estimated that 63.3% of U.S. executives will be eligible to retire in the next 5 years. [PWC]
    Generation X is not a large enough generation to fill this large leadership gap.
    Many Millennials will have to leap frog into these positions.
    Millennials are the most educated generation in American history with over 63% of Millennials having a Bachelor’s Degree.
    It’s essential that we consider how to prepare them to lead the Organization of the Future.

    Job hopping is the “new normal” - Millennials are expected to hold 15 to 20 positions over the course of their working lives.
    Some believe by 2020 as many as 50% of all jobs will be short-term contracts, freelance work and temporary assignments.

    To keep Millennial talent, every company must rethink its culture to infuse more flexibility, technology, social-savvy and FUN
    …otherwise, pay the price. 

    It costs an average of $24,000 to replace each Millennial employee. [Microsoft / Experience Inc] 

    Navigating the Badlands – Mary O’Hara Devereaux – © 2004 –

    11. Jeanne Meister, “Job hopping is the ‘new normal’ for millennials: Three ways to prevent a human-resource nightmare,” August 14, 2012,

    Pew Research Center has established that the oldest “Millennial” was born in 1981. The Center continues to assess demographic, attitudinal and other evidence on habits and culture that will help to establish when the youngest Millennial was born or even when a new generation begins. To distill the implications of the census numbers for generational heft, this analysis assumes that the youngest Millennial was born in 1997.
  • The #1 barrier to successfully adapting to continuous change is that ORGANIZATIONS ARE MANAGING IN THE PRESENT, WITH SYSTEMS, STRATEGIES AND STRUCTURES that are based on a past that we have moved past! The Future is NOW.

    This concludes “How to get executives to embrace culture” by creating a STRONG business case.

    Next, we are going to talk about the underlying shifts happening @ work, that increase the chances smart, talented people will stay with your organization.

  • Everyone wants to know what you DO. To put you in a box.

    To ensure the Organizational Chart is …. Organized.

    Where do you live on The Chart?

    But in the Future of Work …

    Cognitive flexibility, decision making, and emotional intelligence are all predicted to be the most important skills in the future of work.
    And these capabilities are going to become exponentially more valuable as artificial intelligence frees us from having to do simple tasks.

    Maybe hierarchy isn’t dead … but it needs a fresh take in a generation motivated by different values than “climbing the corporate ladder.”

    Leaders today are TRUST BUILDERS – because a Sticky Culture is like a Sticky Family ….
    It requires trust and trust is developed through relationship NOT title
  • First enabler – Purpose
    Second enabler – Passion
    Third enabler – Productivity

    PURPOSE is THE primary human motivation, once you are past “basic living” and safety issues.

    ESPECIALLY smart, talented people – whether they are a clerk or a janitor or a top salesperson – we want people who want to engage with life - who do not trudge through life aimlessly, waiting for something good to happen.

    PASSION is the heart-spark of knowing (and seeking) what we really want. It thrives by positive THINKING and positive ACTIONS. It dies with “that will never work” and other forms of negative thought. Cultivating a positive workplace is teaching the habit of positive thinking – there’s plenty of the negative stuff to go around. Big Innovation is always achieved through passion, and passion is what sustains us when there are barriers and challenges.

    PURPOSE AND PASSION work together in sync – Purpose is a broader WHY, Passion is the individual WHY – and these two must merge for you to keep smart, talented people interested.

    PRODUCTIVITY is a structured approach to workplace innovation and teamwork, that is about aligning work practices with the speed of change – the Future of Work is about new methods of being productivity so we can balance our lives and work better. High productivity in business today, is defined differently than the past, the Industrial Era metaphor of increasing the speed at which the human being puts out widgets.

    Today’s cultures are about leveraging purposeful, passionate teamwork with the discipline of FOCUS and short bursts of activity followed by brain-and-body breaks.

  • Spend 5 minutes rating your top 2 or 3 ROI factors in your Culture as it stands today, and what would be the HARD AND SOFT outcomes of improving them.