Building Performance Culture

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  • Building Performance Culture

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

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