The document discusses creating a culture of professionals in Christian businesses. It outlines five principles for doing so: identity, participation, equity, competence, and ministry. For each principle, it provides statements for self-assessment on a scale of 1 to 10. An overall low score on a principle prompts committing to an action step to improve in that area. The goal is for business leaders to establish workplaces where employees are motivated by a shared purpose and vision beyond money, have a voice and are respected, are fairly compensated, are led competently, and can participate in ministry opportunities.

1. JUNE 2015: “Creating a Culture of Professionals”
As Christian CEOs and business owners, we’re responsible for setting the tone and shaping the culture of our companies.
We likely want to establish and maintain a workplace character that can be described as forward-looking, growing, and
professional. This goal might be expressed as follows:
CEO SELF-ASSESSMENT:
SELF ASSESSMENT EXERCISE:
Simple workers or a team of professionals?
But what does the term “professional” bring to mind? Most of us probably relate it to those who demonstrate an extra
measure of training, skill, integrity, and competency which sets them apart. Some vocations, such as law, medicine,
accounting, education, and (sadly) ministry are referred to as professions. Other vocations are often called jobs or trades.
The implication is that if a person isn’t engaged in a profession, they’re performing in a less distinguished or lower status
vocational category. Before the Lord, we know this isn’t true, but it’s undeniable that describing someone as a “professional”
usually carries very positive connotations in our society.
“We lead teams that are committed to continuous improvement and have a shared professional mindset.”
Let’s take just a few minutes to carefully consider the four major principles of the Scanlon Plan described in our segment
curriculum and add a fifth element that is critical to us as stewards of C12-member companies. Briefly read the description or
definition of each principle then score your organization using the statements that follow each guiding principle. If you are
doing well and the statement clearly describes your company or team, give yourself a “10”. If the statement describes where
youwanttobeasanorganizationbutyou’renotquitethere,a“5”maybeacorrectscoreforthatstatement.Finally,ifthestatement
is not true of your company or not even on your radar, you’ve earned a solid “1” for your answer. Let’s see how we are doing.
suggests that people need a greater reason for working than merely a paycheck. This requires shared vision
that transcends money and gives people something to with which to clearly identify.
Identity
A. Our company has a rallying cause or reason for working beyond a simple paycheck.
B. Employees are attracted to meaningful, purposeful work with our company.
C. The work that our team does creates true value for others provides and the type of on-going challenge that
captures the minds and hearts of our employees .
D. As the CEO/business owner, I continually articulate, model, and reinforce our company’s core ideology, helping
us to attract, motivate, and retain employees.
SCORE (10 is good; 5 is average; 1 is low) _________
SCORE _________
SCORE _________
SCORE _________
TOTAL SCORE FOR “IDENTITY” _________

2. JUNE 2015: “Creating a Culture of Professionals”, CONTINUED
“IDENTITY” ACTION STEPS:
Professionals must have meaning vision and purpose in the work that they do each day. What was your total
score from the four “Identity” statements? If you are anywhere near a 40, then your organization is absolutely
on target. If your score was anywhere near a 25 or lower, what action step can you commit to right now based
on a low scoring statement from the previous page?
involves your team having a voice in matters concerning them and their work. This involves each
individual being fully respected and expected to contribute value to the team. Employee’s opinions, thoughts, creative
ideas, solutions and concerns are continually given open consideration.
A. As the company leader, I work continually to deepen employee trust by giving them a voice, not a vote.
B. Decisions at our company aren’t made in a vacuum or top-down way, but in a highly-informed team manner. With
this in mind, I seek out suggestions and creative contributions from those involved in each process or value stream,
at all levels.
SCORE _________
SCORE _________
TOTAL SCORE FOR “PARTICIPATION” _________
Participation
“PARTICIPATION” ACTION STEPS:
Professionals are zealous to participate. Shutting them out of the process is a huge de-motivator that
results in lost company brainpower and commitment or – even worse – grumbling that derails long-
term unity and performance. What was your total score from the two “participation” statements? If you are
anywhere near a 20, then “Bravo”! If your score was anywhere near a 10 or below, what corrective action step
can you commit to right now?
involves fairly distributing the rewards generated by professional effort. Professionals want to know they’ll
receive a fair return if they commit their heart and sweat to the business.
A. As the company leader, I have established a reward or compensation program that is largely measured by productive
contribution, not by seniority or other noncontributory metrics.
B. This rewards or compensation program is self-trackable and fairly balance the needs of all stakeholders, including
customers, suppliers, and investors.
SCORE _________
SCORE _________
TOTAL SCORE FOR “EQUITY” _________
Equity

3. JUNE 2015: “Creating a Culture of Professionals”, CONTINUED
“EQUITY” ACTION STEPS:
Professionals thrive in environments where the results of their work can be measured against goals and standards
and where improvements are recognized. Gross imbalances in stakeholder returns can destroy long-term unity
and the company’s ability to successfully endure. Professionals recognize and respond based on this basic truth.
What was your total score from the two “Equity” statements? If your score was anywhere near a 10 or lower,
what action step can you commit to right now based on a low scoring statement from the previous page?
Competence in what my team is expected to accomplish and their skills and abilities to do this are critical. In
addition, professionals expect to be led by professionals. Beyond sponsoring education and skill development, leaders
must engage in relevant learning as well. Since change is an inevitable factor in life, continuous improvement is vital!
A. As the company leader, I live out my commitment to continual learning, increasing competence as a leader,
and advancing my education and skills in my industry.
B. We regularly apply the valuable knowledge and experience base of our team through active brainstorming to
find and implement better solutions.
SCORE _________
SCORE _________
TOTAL SCORE FOR “COMPETENCE” _________
“COMPETENCE” ACTION STEPS:
Competence in this instance means our team is being led by being led by professionals (us as the business
leader) who share their commitment to continuous learning and progress. What was your total score from the
two “competence” statements above? As with the previous sections, if your score was anywhere near a 10 or
below, what corrective action step can you commit to right now?
Ministry
BONUS SECTION:
is not a part of the original Scanlon Plan management philosophy. As C12 member companies, we recognize
that these businesses belong to God and we are to be good stewards as the chosen leaders of His company. We are to live
out our faith through our management of these businesses and seek effective ways to minister and top build His kingdom
through these efforts. In the “Identity” portion of the Scanlon Plan, we learned that our team needs a greater reason for
working than merely a paycheck. The way we live out our ministry through our work in the marketplace can provide
excellent purpose and mission for our entire team.
A. As business leaders, we have an active plan for ministry opportunities through our company.
SCORE _________

4. “MINISTRY” ACTION STEPS:
Based on the statements above and your most honest and transparent scoring of each one, are there areas for
improvement or increased commitment to active ministry through your business? Are there ideas or action
steps that deserve your immediate attention? If so, please list these ideas below.
B. We communicate this plan in a clear and positive way to our team and encourage them in their ministry efforts
as well.
C. We support our team in ministry by encouraging them to seek out and identify opportunities to reflect Christ’
love in the manner in which we conduct our business and operations.
D. We seek out examples and stories of servant leadership and active ministry and regularly share these successes
with the members of our team.
SCORE _________
TOTAL SCORE FOR “MINISTRY” _________
SCORE _________
SCORE _________
JUNE 2015: “Creating a Culture of Professionals”, CONTINUED
“Seek the Kingdom of God above all else, and He will give you everything you need.”
- Luke 12:31
“MINISTRY” BONUS SECTION CONTINUED: