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The Habits of
High-Performance Firms
Strategic Management Presentation
by Frank Cunha III, AIA
Lessons from frequent winners of the AIA COTE Top Ten Award, 1997–2016
Firm Age Education
Ethnicity Gender (Staff)
Staff Diversity
Gender (Leadership)
+3% +15% +14%
Staff Turn Over
Human resource experts consider 10% to be the “golden
turnover number,” since it suggests extraordinary loyalty.
Turnover Rates
-6.9%
The “Me to We” ContinuumOffice Culture Vs Business Strategy
Culture eats strategy for breakfast.
—Peter Drucker
Top 10 Take Aways
1. Create a Vision
2. Rethink Your Process
3. Interdisciplinary Collaboration (Build Diversity)
4. Build Customer/Team Relationships
5. Raise the Bar by Doing the Right Thing
6. Deep Commitment to Those We Serve
7. Work with the Best – Inside & Outside Organization
8. Invest in Your People
9. Recognize that Great Ideas Can Come From Anywhere
10. Forward-Thinking
The “Me to We” ContinuumQuestions?
Sources & Credits
AIA COTE Report (April 2017)
Lead Researcher and Author: Sandra Montalbo, Assoc. AIA
Advisor and Co-Author: Lance Hosey, FAIA, LEED Fellow
Cover Photo (Credits):
Dixon Water Foundation Josey Pavilion
Lake|Flato Architects.
Photography by © Casey Dunn

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Habits of High Performance Firms

  • 1. The Habits of High-Performance Firms Strategic Management Presentation by Frank Cunha III, AIA Lessons from frequent winners of the AIA COTE Top Ten Award, 1997–2016
  • 3. Ethnicity Gender (Staff) Staff Diversity Gender (Leadership) +3% +15% +14%
  • 4. Staff Turn Over Human resource experts consider 10% to be the “golden turnover number,” since it suggests extraordinary loyalty. Turnover Rates -6.9%
  • 5. The “Me to We” ContinuumOffice Culture Vs Business Strategy Culture eats strategy for breakfast. —Peter Drucker
  • 6. Top 10 Take Aways 1. Create a Vision 2. Rethink Your Process 3. Interdisciplinary Collaboration (Build Diversity) 4. Build Customer/Team Relationships 5. Raise the Bar by Doing the Right Thing 6. Deep Commitment to Those We Serve 7. Work with the Best – Inside & Outside Organization 8. Invest in Your People 9. Recognize that Great Ideas Can Come From Anywhere 10. Forward-Thinking
  • 7. The “Me to We” ContinuumQuestions?
  • 8. Sources & Credits AIA COTE Report (April 2017) Lead Researcher and Author: Sandra Montalbo, Assoc. AIA Advisor and Co-Author: Lance Hosey, FAIA, LEED Fellow Cover Photo (Credits): Dixon Water Foundation Josey Pavilion Lake|Flato Architects. Photography by © Casey Dunn

Editor's Notes

  1. Habits of High Performance Firms and how they differentiate themselves in the architectural design services market sector.   This presentation will highlight lessons from frequent winners of the AIA COTE Top Ten Award, 1997–2016   The established base line is the American Institute of Architects which is an esteemed international organization recognized as an industry leader among the profession
  2. HPF are more likely to be established longer than the base line firms   Typically, the HPF have been established for 40-50 years or more compared with the baseline firms   HPF staff members are more likely to have post-graduate education Continuing education is extremely important to HPF’s
  3. HPF are more likely to be diverse; for example: Approximately 3% more diverse ethnicity 15% more women staff 14% more women in leadership roles
  4. Staff turnover rates tend to be lower in HPF – Almost 7% lower!
  5. “Culture eats strategy for breakfast.” —Peter Drucker HPF follow these basic steps: Trust (Me) Enrichment (Mine) Responsibility (Ours) Community (Us) Contribution (We)
  6. HPF are successful because they are able:   Create a Vision Rethink Your Process Interdisciplinary Collaboration (Build Diversity) Build Customer/Team Relationships Raise the Bar by Doing the Right Thing Deep Commitment to Those We Serve Work with the Best – Inside & Outside Organization Invest in Your People Recognize that Great Ideas Can Come From Anywhere Forward-Thinking
  7. Questions