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Culture eats everything for breakfast

beLithe
beLithe

The secret is out and the research is clear - strong company cultures are huge multipliers of success. Your company may have the best strategy and the best product or service around but if your culture is weak your business will only achieve a fraction of the success it’s capable of reaching. Every company has a culture and our cultures will either end up helping or hindering our bottom line. So why aren’t we talking more about it? In this presentation you will learn our approach for managing the complexities of cultural transformations by employing an Agile mindset, a focus on the elephant, and viewing people through the Tribal Leadership lens.

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Culture Eats Everything For
Breakfast
© 2017 beLithe LLC
What is CULTURE?
Five Monkeys in a Cage
It’s just the way we do
things around here.
The Social Glue
Unwritten
Rules
Basic
Assumptions
Explicit
Values
Real
Values
Good Culture = Better Business Performance
Resilient Workforce
Better Quality, Faster
Talent MagnetSelf-Healing
“Culture is to recruiting as
product is to marketing”
– Hubspot
Decision to make:
Run the culture or let it run you.

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Culture eats everything for breakfast

  • 1. Culture Eats Everything For Breakfast © 2017 beLithe LLC
  • 3. Five Monkeys in a Cage It’s just the way we do things around here.
  • 5. Good Culture = Better Business Performance Resilient Workforce Better Quality, Faster Talent MagnetSelf-Healing “Culture is to recruiting as product is to marketing” – Hubspot
  • 6. Decision to make: Run the culture or let it run you.
  • 7. The Basics of Changing Culture • Clear standards • Behavior modeling • Constant tending • Alignment efforts • Celebration of traction
  • 9. Stages of Culture Relationship to Values Behavior Language Stage 1 Undermining Despairing hostility Life sucks Stage 2 Ineffective Apathetic victim My life sucks Stage 3 Useful Lone warrior I’m great Stage 4 Important Tribal pride We’re great Stage 5 Vital Innocent wonderment Life is great © 2017 beLithe LLC
  • 10. Keys to Upgrading Your Culture to the Next Level Leaders must understand all levels Each level can only relate to one level above or one level below Leaders must be able to listen and speak to any level Leaders should try to “nudge” a tribe up one level
  • 12. Assess the Current State • Walk around, sit around • Listen to what is important to teammates • Observe the quality of interactions between leaders, followers, and customers • Pay attention to what you pay attention to • De-insulate yourself – Genuinely connect with teammates – Seek out truth-tellers • Share your assumptions and learning
  • 13. Define Purpose and Values • Clarify purpose – humans are drawn to and inspired by great purpose, seeking a cause greater than themselves • Define values in behavioral terms – What does a good citizen at this company look, act, and sound like?
  • 14. Leaders go first. Notice a trend of sharing? Transparency is key. Survey teams on leadership behaviors and values alignment. Make a plan for addressing gaps. Share the plan. Share results. Openly discuss gaps.
  • 15. Let’s Try Some Experiments to Change Our Culture
  • 16. We’ll Start With the Easy Stuff • Align systems, policies, and procedures to the new culture vision © 2017 beLithe LLC 16 … There’s not a lot of easy stuff
  • 17. The Elephant and the Rider © 2017 beLithe LLC 17
  • 18. Not Everything Works for Everyone – Experiment • 1:1s • Advice Cards • Moving Motivators • MBTI, DISC • Personal Maps
  • 19. Leadership Assessments Q1: This leader doesn’t let team issues fester. S/he promptly facilitates team problem solving to address issues. Strongly agree Agree Disagree Strongly disagree Q2: This leader inspires my best efforts each day. Strongly agree Agree Disagree Strongly disagree Q3: This leader “calls us on our crap,” coaching team members on behaviors that erode performance, trust, or respect. Strongly agree Agree Disagree Strongly disagree
  • 20. Include Values Alignment Assessments Performance Lo w Values Match High High In Performance Management Teammate Culture Fit Skills Fit I can see myself working with this person. #1 4 2 4 #2 3 4 4 #3 3 3 4 In Hiring
  • 21. Dedicate Time and Space to Culture • Hold all team meetings at least monthly, feature and celebrate stories and examples of values alignment at the beginning of the meeting • Team discussions, storytelling, visual snapshots • AMA series, beer Fridays, team roadshows, professional/hobby/cultural showcase
  • 22. Avoid These Traps • Delegating culture responsibility • The MbA plague • Hiding or ignoring gaps in culture
  • 23. Study What the Pros Do • Understand the good practices of high- performing, good culture companies • Pros don’t just have to be the big guys that everyone knows about, look around your community to see for signs of strong company cultures in organizations near you • Get a free zappos culture book!
  • 24. Measure It: Culture Index 01 02 03 04 Satisfaction Trends HR Metrics Values Measured Behaviors Surveys Mobile apps Gallup 12 Turnover Time-to-fill Knowledge of stated values Vs Perceptions of real values Activity participation levels © 2017 beLithe LLC
  • 25. You are the culture. Model the behavior you want to see.
  • 26. Some Favorites © 2017 beLithe LLC 26
  • 27. Stay in Touch Chris Daily cdaily@beLithe.com m: (317) 979-8630 © 2017 beLithe LLC Tana Linback tlinback@beLithe.com m: (317) 385-6994 www.beLithe.com