NRB Research Symposium - Al Lopus

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NRB Research Symposium - Al Lopus

  1. 1. 1<br />Creating a Culture of Excellence<br />Al Lopus<br />June 2011<br />
  2. 2. Proposition:<br />Bad culture eats good strategy for lunch…<br />2<br />
  3. 3. 3<br />Toxic Culture<br />
  4. 4. 4<br />Leadership Introduces New Strategy<br />Toxic Culture<br />Leadership Introduces New Strategy<br />
  5. 5. What’s left?<br />5<br />Toxic Culture<br />
  6. 6. 6<br />Bad culture eats good<br /> strategy for lunch…<br />New Strategy<br />Toxic Culture<br />What’s left of the Strategic Initiative?<br />
  7. 7. Employee Engagement Is Linked to Ministry Growth<br />Staff Engagement Levels<br />
  8. 8. Engagement & Turnover<br />I would prefer to remain with my organization even if a comparable job at higher pay were available.<br />47.9%<br />42.6%<br />9.5%<br />
  9. 9. DEFINING A GREAT PLACE TO WORK®<br />
  10. 10. Genesis of an idea<br /><ul><li>The 100 Best Companies to Work for in America by Robert Levering and Milton Moskowitz(1984, 1994)
  11. 11. A Great Place to Work– What Makes Some Employers So Good (and Most So Bad) by Robert Levering (1988)
  12. 12. FORTUNE 100 Best Companies to Work For® Annual List (1998)</li></li></ul><li>DIMENSIONS OF A GREAT PLACE TO WORK®<br />Communication: Communications are open and accessible<br />Competence: Competence in coordinating human and material resources<br />Integrity: Integrity in carrying out vision with consistency<br />Support: Supporting professional development and showing appreciation<br />Collaborating: Collaboration with employees in relevant decisions<br />Caring: Caring for employees as individuals with personal lives<br />TRUST<br />Equity: Balanced treatment for all in terms of rewards<br />Impartiality: Absence of favoritism in hiring and promotions<br />Justice: Lack of discrimination and process for appeals<br />Personal Job: In personal job, individual contributions<br />Team: In work produced by one’s team or work group<br />Company: In the organization’s products and standing in the community<br />Intimacy: Ability to be oneself<br />Hospitality: Socially friendly and welcoming atmosphere<br />Community: Sense of “family” or “team”<br />
  13. 13. 100 Best Annualized ReturnsAnnualized Returns 1998-2009<br />
  14. 14. 13<br />The Best Christian workplaces Model<br />
  15. 15. Ministry Value Chain:“Healthy Ministries Tend to Be Fruitful Ministries”<br />A Compelling Place to Work<br />A Compelling Place to Receive Ministry<br />A Compelling Place to Give<br />Staff Retention<br />Growth<br />Customer & Supporter Satisfaction<br />Customer & Supporter Loyalty<br />Ministry Value<br />Staff Engagement<br />Effectiveness<br />Staff Productivity<br />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<br />
  16. 16. Employee Retention<br />Growth<br />Customer & Supporter Satisfaction<br />Customer & Supporter Loyalty<br />Ministry Value<br />Employee Engagement<br />Effectiveness<br />Employee Productivity<br />The Next Question: What Factors Influence Engagement?<br />Factor 1<br />Ministry Value Chain:<br />Factor 2<br />Factor 3<br />Factor 4<br />Factor 5<br />
  17. 17. Research in Christian Workplaces<br />470+ unique Christian ministries surveyed<br />100,000+ staff respondents over last 9 years<br />Research by SPU’s Doctoral Program in Industrial/Organizational Psychology (Drs. Rob McKenna & Tanya Boyd)<br />58 Question Staff Questionnaire<br />16<br />
  18. 18. Representative Organizations <br />KSBJ, Houston<br />KCMS, Seattle<br />EMF/ K Love<br />Back to the Bible<br />American Bible Society<br />Heartland Church, Rockford, IL<br />LifeChurch.tv<br />Indiana Wesleyan U<br />Tyndale House<br />InterVarsity Press<br />CRISTA, Seattle<br />Denver Rescue Mission<br />ELIC<br />Joni and Friends<br />MOPS International<br />ADF<br />Upward Sports<br />17<br />
  19. 19. Commitment <br />To Growth<br />Ministry Value Chain:<br />Christian Character<br />Employee Retention<br />Growth<br />Competence<br />Customer & Supporter Satisfaction<br />Customer & Supporter Loyalty<br />Ministry Value<br />Employee Engagement<br />Climate for <br />Action<br />Effectiveness<br />Employee Productivity<br />Compensation<br />5 C’s of Christian Leadership<br />
  20. 20. Christian Character<br />19<br />Faithful leadershipexhibits the Fruit of Holy Spirit, puts Christ first, has integrity, demonstrates compassion<br />High trust between leadership and staff<br />Christian witness –by reflecting Christ to the World<br />What does the Lord require of you?To act justly and to love mercy and to walk humbly with your God Micah 6:8<br />
  21. 21. Competence<br />20<br />Management excellence – stewardship of human and financial resources <br />Alignment- Mission, vision, values strategy and goals aligned<br />Results – the ability to deliver results<br />Healthy relationships with stakeholders<br />
  22. 22. Commitment to Grow <br />21<br />Supervisory intimacy – supervisors care for employees as people, and can solve work related problems. <br />Mentoring- development is encouraged by a mentor<br />Community- Christian community experienced with co-workers<br />
  23. 23. Communication for Action<br />Active collaboration- seeking and acting on suggestions<br />Inclusive transparency-involving employees in decisions and openly explaining reasons behind decisions<br />Innovative focus- encouraged to experiment<br />22<br />
  24. 24. Compensation<br />Recognition for top performers<br />Fairness in the levels and treatment of rewards and benefits<br />23<br />For the worker is worthy of his wages. Luke 10:7<br />
  25. 25. Four Levels of Health<br />24<br />
  26. 26. Culture Overall<br />25<br />Pioneering<br />Healthy<br />Limited Health<br />Toxic<br />
  27. 27. Ministry<br />Reach<br />Revenue<br />Growth<br />Goal <br />Achievement<br />Actual<br /><ul><li>Ee Perception</li></ul>Communication Effectiveness<br />Peer to<br />Peer<br />Top<br />Down<br />Bottom<br />Up<br />Compensation<br />Climate for <br />Action<br />Christian<br />Culture<br />Capability &<br />Competence<br />Commitment<br />For Learning<br />& Training <br />Investment<br />BCWI Ministry Scorecard Dashboard<br />Mission Growth<br />Mission Efficiency<br />Ministry<br />Efficiency<br />Comp $<br />Effectiveness<br />Ministry Perspective<br />Customer Satisfaction<br />Donors<br />Donor <br />Retention<br />Donor<br />Growth<br />Customer<br />Retention<br />Customer<br />Rating<br />Employee<br />Rating<br />Donor<br />ROI<br />Customer / Donor<br />Talent Management Effectiveness<br />Internal Business Processes<br />Employee<br />Satisfaction<br />Employee <br />Retention &<br />Absence<br />Employee <br />Engagement<br />Employee<br />Fit<br />5 C’s of Christian Management<br />Learning and Growth<br />
  28. 28. “The 4-D” Cycle - Organizational Change Approach (Appreciative Inquiry)<br />Discovery<br />What gives life?<br />Appreciating<br />2. Dream<br />What might be?<br />Envision Impact<br />4. Destiny<br />How to empower, learn<br />& improve?<br />Sustaining<br />Positive<br />Change Topic<br />3. Design<br />What should be-the ideal?<br />Construct Together<br />
  29. 29. Prayer<br />That Christian organizations set the standard as the best, most effective workplaces in the world.”<br />28<br />

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