This is the conclusion of a presentation by Values Coach CEO and Head Coach Joe Tye on key success factors for positive culture change and the board's role for values and culture, with final comments on values-based leadership.
In today’s difficult economic climate, organizations are cutting back on expenses and asking staff to do more with less. Often, the task of raising money falls to the Chief Executive Officer, who is already consumed with management responsibilities. This session will address the competing priorities and provide tactics that will result in fundraising success. In addition to the CEO, program staff, administrative support and volunteers are ideal audience members for this fast paced, interactive session.
From helping tornado victims to buying cookies from the Girl Scouts – we all are asked to support charitable causes throughout the year. Learn the answers to commonly asked questions surrounding charitable giving from David Russell who directed charitable giving in Texas for one of America’s largest corporations for more than 20 years.
In today’s difficult economic climate, organizations are cutting back on expenses and asking staff to do more with less. Often, the task of raising money falls to the Chief Executive Officer, who is already consumed with management responsibilities. This session will address the competing priorities and provide tactics that will result in fundraising success. In addition to the CEO, program staff, administrative support and volunteers are ideal audience members for this fast paced, interactive session.
From helping tornado victims to buying cookies from the Girl Scouts – we all are asked to support charitable causes throughout the year. Learn the answers to commonly asked questions surrounding charitable giving from David Russell who directed charitable giving in Texas for one of America’s largest corporations for more than 20 years.
Speaker: Stephen Mills, Director, BDRC Continental - Sharing insights from our recent study among small and medium level donors within the culture, heritage and leisure arena. How can we more effectively engage this important group? How can we increase the ROI on our fundraising investments? How can we best segment these donors?
Resuscitating Your Budget: Moving Donors to GiveRobert Croft
Recruiting new donors can cost up to 3-10 times more than keeping the donors you have. How do you keep donors loyal to your cause and get them to give even more? How many times should you ask donors to give? What are the reasons donors stop giving? Join us as we address these questions and more!
Recruit more Donors and Volunteers for your NonprofitGuideStar
Passionate people care about nonprofits and how their work is making a difference. Nonprofits can use this passion to recruit more donors and volunteers by asking these people to write a review. The live webinar discussion to learn how nonprofit reviews—from donors, volunteers, and people served—are transforming how people are connecting with nonprofits. View & Listen to the live webinar and others on this topic from the GuideStar.org Webinar archives page.
GuideStar Webinar (01/30/14) - Weaving Financial Data Into Your Nonprofit's S...GuideStar
Join us for a half-hour live demonstration of Financial SCAN, an online financial analysis platform developed in partnership by NFF and GuideStar. Learn about new features for enhanced peer benchmarking and data customization, and how it can help your nonprofit with its communications, planning, and decision-making.
These slides are from a presentation, titled "Why I Do What I Do" that I gave to a group of teenagers from throughout the country who attended Philanthropy Camp. The camp is operated by a nonprofit group called Grab the Torch.
The presentation was a workshop at Evolve 2014: the annual event for the voluntary sector in London on Monday 16 June 2014.
The presentation was chaired by Kristen Stephenson from NCVO, Rachael Bayley, Association of Volunteer Managers and Debbie Usiskin and looks at the management of volunteers
Find out more about the Evolve Conference from NCVO: http://www.ncvo.org.uk/training-and-events/evolve-conference
Find out more about NCVO's work on volunteering: http://www.ncvo.org.uk/practical-support/volunteering
CEOs and boards of non-profit organisations can add great value to the fundraising process but many are unsure what their role is and how to get started.
These slides which follow show some of the messages we use in our seminars with CEOs and Boards.
Great Things from Small Beginnings: The Importance of Retaining First-Time D...Bloomerang
https://bloomerang.co/resources/speaking/
Fundraisers spend a lot of time acquiring new donors, and with good cause. However, in order to create a long-lasting relationship, the most critical gift isn’t the first; it’s the second.
In this session, Steven Shattuck of Bloomerang will make the case for why development professionals should concentrate on acquiring a donor’s second gift in order to achieve sustainable funding, high donor retention rates and high donor lifetime values.
You’ll see examples that can be implemented by any organization, whether you are a one-person shop or a large development department. The results can be astounding when put into daily use!
Turning Event Participants into Event FundraisersJono Smith
Are you struggling to turn your event participants into fundraisers? Slides from a webinar featuring Event 360’s Jeff Shuck and Blackbaud’s Amy Braiterman answering your questions about converting more of your event participants into fundraisers. Ever wonder which participants are more likely to fundraise than others, what strategies work for zero dollar participants vs. existing fundraisers or how you can best utilize incentives?
July 11, 2014, Orlando Florida
Presenters:
Margaret Cahoon & Sasha Russell
Mary Jeanette Shultz
Scott Melissa & Karen Sicher
Todd Denny & Shannon Dictson
Kelly Chau
Amanda Burke
Financial advisors guide to senior livingBrad Breeding
Developed by My LifeSite, this guide provides financial advisors and other professionals with a high-level overview of the various types of senior living providers, as well as the key considerations one should take into account when deciding whether to stay at home or move to a retirement community.
What Women Want: Understanding Women’s Philanthropic ObjectivesKatherine Swank
Women, as a group, are increasingly impacting fundraising efforts in the U.S.; however, their philanthropic objectives can differ significantly from men’s. Women tend to focus on specific sectors and want greater accountability for their gifts. On the whole, women want to create new solutions, seek more contact and control, and want to be kept informed of the results from their giving. Many also seek social networks within the organizations that interest them. If women are among your majority donors, you may need to change the way you speak with them and start listening for their direction.
Original white paper and presentation conceived, researched, written and delivered by Katherine Swank, J.D., 2009 and 2010.
Speaker: Stephen Mills, Director, BDRC Continental - Sharing insights from our recent study among small and medium level donors within the culture, heritage and leisure arena. How can we more effectively engage this important group? How can we increase the ROI on our fundraising investments? How can we best segment these donors?
Resuscitating Your Budget: Moving Donors to GiveRobert Croft
Recruiting new donors can cost up to 3-10 times more than keeping the donors you have. How do you keep donors loyal to your cause and get them to give even more? How many times should you ask donors to give? What are the reasons donors stop giving? Join us as we address these questions and more!
Recruit more Donors and Volunteers for your NonprofitGuideStar
Passionate people care about nonprofits and how their work is making a difference. Nonprofits can use this passion to recruit more donors and volunteers by asking these people to write a review. The live webinar discussion to learn how nonprofit reviews—from donors, volunteers, and people served—are transforming how people are connecting with nonprofits. View & Listen to the live webinar and others on this topic from the GuideStar.org Webinar archives page.
GuideStar Webinar (01/30/14) - Weaving Financial Data Into Your Nonprofit's S...GuideStar
Join us for a half-hour live demonstration of Financial SCAN, an online financial analysis platform developed in partnership by NFF and GuideStar. Learn about new features for enhanced peer benchmarking and data customization, and how it can help your nonprofit with its communications, planning, and decision-making.
These slides are from a presentation, titled "Why I Do What I Do" that I gave to a group of teenagers from throughout the country who attended Philanthropy Camp. The camp is operated by a nonprofit group called Grab the Torch.
The presentation was a workshop at Evolve 2014: the annual event for the voluntary sector in London on Monday 16 June 2014.
The presentation was chaired by Kristen Stephenson from NCVO, Rachael Bayley, Association of Volunteer Managers and Debbie Usiskin and looks at the management of volunteers
Find out more about the Evolve Conference from NCVO: http://www.ncvo.org.uk/training-and-events/evolve-conference
Find out more about NCVO's work on volunteering: http://www.ncvo.org.uk/practical-support/volunteering
CEOs and boards of non-profit organisations can add great value to the fundraising process but many are unsure what their role is and how to get started.
These slides which follow show some of the messages we use in our seminars with CEOs and Boards.
Great Things from Small Beginnings: The Importance of Retaining First-Time D...Bloomerang
https://bloomerang.co/resources/speaking/
Fundraisers spend a lot of time acquiring new donors, and with good cause. However, in order to create a long-lasting relationship, the most critical gift isn’t the first; it’s the second.
In this session, Steven Shattuck of Bloomerang will make the case for why development professionals should concentrate on acquiring a donor’s second gift in order to achieve sustainable funding, high donor retention rates and high donor lifetime values.
You’ll see examples that can be implemented by any organization, whether you are a one-person shop or a large development department. The results can be astounding when put into daily use!
Turning Event Participants into Event FundraisersJono Smith
Are you struggling to turn your event participants into fundraisers? Slides from a webinar featuring Event 360’s Jeff Shuck and Blackbaud’s Amy Braiterman answering your questions about converting more of your event participants into fundraisers. Ever wonder which participants are more likely to fundraise than others, what strategies work for zero dollar participants vs. existing fundraisers or how you can best utilize incentives?
July 11, 2014, Orlando Florida
Presenters:
Margaret Cahoon & Sasha Russell
Mary Jeanette Shultz
Scott Melissa & Karen Sicher
Todd Denny & Shannon Dictson
Kelly Chau
Amanda Burke
Financial advisors guide to senior livingBrad Breeding
Developed by My LifeSite, this guide provides financial advisors and other professionals with a high-level overview of the various types of senior living providers, as well as the key considerations one should take into account when deciding whether to stay at home or move to a retirement community.
What Women Want: Understanding Women’s Philanthropic ObjectivesKatherine Swank
Women, as a group, are increasingly impacting fundraising efforts in the U.S.; however, their philanthropic objectives can differ significantly from men’s. Women tend to focus on specific sectors and want greater accountability for their gifts. On the whole, women want to create new solutions, seek more contact and control, and want to be kept informed of the results from their giving. Many also seek social networks within the organizations that interest them. If women are among your majority donors, you may need to change the way you speak with them and start listening for their direction.
Original white paper and presentation conceived, researched, written and delivered by Katherine Swank, J.D., 2009 and 2010.
Joe Tye presentation for AHA Rural Health Care Leadership ConferenceJoe Tye
Annotated and expanded slides used by Values Coach CEO Joe Tye in his presentation with Ryan Smith - CEO of Memorial Hospital of Converse County - at the 2018 American Hospital Association Rural Health Care Leadership Conference. Joe's focus is on building a culture of ownership with values-based leadership strategies.
The competitive Advantage of corporate cultures Daniel Denison, .docxmehek4
The competitive Advantage of corporate cultures
Daniel Denison, IMD Business School
Levi Nieminen, Denison Consulting
Lindsey Kotrba, Denison Consulting
What is Corporate Culture? At the climax of the annual holiday party in one rapidly growing American company, hundreds of balloons are released from the ceiling. Inside each balloon is a crisp new $100 bill and whoever scrambles the hardest, gets the most money! The lesson is simple, fun, and more powerful than all the personnel policy handbooks in the world. It helps capture the essence of some of the key definitions of corporate culture: Culture is “the way we do things around here,” and “what we do when we think no one is looking.”1 Most scholars further describe culture in terms of two important definitional fea tures, 1) culture has multiple layers or levels, and 2) culture is learned. Schein’s classic approach divides culture into three levels.2 He argues that basic, underlying assumptions lie at the root of culture and are “uncon scious, taken-for-granted beliefs, perceptions, thoughts, and feelings.” Espoused values are Artifacts, behaviors, and derived from basic underlying assumptions and are the “espoused justifications of strate gies, goals and philosophies.” Finally, at the top level are “artifacts,” that are defined as “visible, yet hard to decipher organizational structures and processes.” Like the iceberg norms are visible and tangible. Personal values and attitudes are presented in Figure 1, only about 10 percent of an organization’s culture is visible, whereas 90 percent is below the surface. However, it is the part of the culture that we can’t see—the less visible, but can be talked about. Underlying fundamental beliefs and assumptions—that often sinks the ship. beliefs and assumptions are Figure 2 reminds us that culture is learned—it includes “the lessons that we have learned that are important enough to pass on to the next generation.”3 The lessons from subconscious,invisible, and rarely questioned. Figure 1 Schein’s Three Layers of Organizational Culture the Visible Symbols cultural values that are important are reflected in the visible symbols that surround us, which further reinforce and shape our culture into the future, and so on. Winston Churchill made a similar point about architecture, stating that, “We shape our buildings; thereafter they shape us.”4 Returning to our discussion from above, it is almost always easier to change the buildings than it is to modify the cultural values that guided their construction. In other words, the stuff that resides below the surface of an organization’s culture—the fun damental beliefs and assumptions—is the core of what is learned over time and what comes to guide behaviors and visible structures and processes. Survival Figure 2 Diagram of Culture as Learned Why is Corporate Culture Important? Many top executives attest that shaping and managing their organization’s culture is one of their most important challenges. As ...
The Wellness Consumer & Brands Winning CustomersNick Gaudiosi
What does the wellness consumer look like? How are they different than a traditional healthcare consumer? What brands are winning customers in the wellness economy? This piece looks to answer all of these questions and more..
People Risks, Compliance Motivation and Culture Part 2 Ve 20090818Keryl Egan
Part 2 uses the hypothetical Blue Sky Bank to illustrate how Influencer methodology provides a framework for cultural change to achieve improved compliance motivation and corporate social responsibility.
“Building a culture of collaboration and innovation” explains the key factors and strategies to drive cultural change throughout the stakeholder system in order to foster collaboration and innovation in the destination, as these are crucial to the success of Tourism 3.0.
Implementing the National Standard for Psychological Health and Safety in the...healthycampuses
This session was a Pre-Summit Workshop at the 2016 Healthy Minds | Healthy Campuses Summit in Vancouver, BC. Participants were introduced to the National Standard and the 13 factors specifically within the unique context of post-secondary education.
Merging Banks & Merging Cultures, Texas Bankers Association PresentationNatalie Brooke
L.T. Tom Hall, CEO of Resurgent Performance, presented on the topic of Merging Bank Cultures to the Texas Bankers Association. Whether you plan on acquiring, or being acquired, thoroughly understanding how to integrate two unique cultures is critical to success.
Please keep in mind that outside of addressing associations, we also present to community bank boards on general High Performance trends, or more specific topics such as culture. The meeting is purposed to augment strategic planning efforts and allow banks to focus on organizational and cultural opportunities, as well as prepare for the great changes in banking.
A Global WorkforceGlobalization Impact on CultureCulture is im.docxsleeperharwell
A Global Workforce
Globalization Impact on Culture
Culture is impacted by globalization, especially when it comes to a popular or dominates culture. Western or "Americanized" cultures are exposed around the globe through popular movies, television shows, fast food chains, books, clothing, and other consumer goods. These pop cultural items bleed into indigenous cultures and change local beliefs, values, and traditions; thus the historical cultures are changed or infused with the dominant culture.
Globalization and Cultural Domination
Cultural domination is one result of globalization. This theory refers to the dominant culture imposing beliefs, values, knowledge, and other cultural social norms onto the other country. A major example here is the Western culture domination over a global environment. The United States is a major capitalist society and therefore shapes values, identities, and perception around the world. As proven in the following example, with great power comes great responsibility.
As companies like McDonald’s move into countries like China, they are influencing the current cultural traditions in their wake. For instance, in China it was not acceptable for children to buy food with their own money; instead they were expected to eat what was placed in front of them. Traditionally McDonald's in Western countries would market to children with toys and happy meals, and they followed the same approach in China. Chinese children began wanting to select their own food when going to McDonalds, and after some time had passed, this has now become a new socially accepted practice (Lim, 2013).
Globalization and Divergence of Cultures
Cultural divergence is another result of globalization. As more and more opportunities for cultural exchanges take place, promotion for tolerance and diversity acceptance are happening. In this theory, a global society is the outcome where ideas are freely exchanged and appreciated, as cultures merge together to form a new inclusive culture. For example, when McDonald's expanded into China, the Chinese culture did not celebrate children’s birthdays. As McDonald's continued to market to children and birthday parties, these celebrations have now become a new custom with Chinese children with the celebration of birthdays (Lim, 2013).
Impact of Globalization on Dominate and Divergent Cultures in the Workplace
As we have seen above, dominant and divergent cultures are powerful theories in shaping society; these societies influence individual’s beliefs, values, and behaviors in the workplace. If dominate cultures are present in an individual's society, these individuals could become highly protective of their beliefs when it comes to workplace policies. Managers must look to adapt and work with all individuals to ensure common ground or a divergent culture is the outcome.
Hofstede’s Cultural Dimensions
Hofstede’s Dimensions of the Basic Human Condition
To successfully manage a global workforce we must understand som.
Similar to Key success factors and the board's role for values and culture (20)
Keynote presentation by Values Coach Founder Joe Tye for the 2019 conference of the Association of Clinical Documentation Improvement Specialists, featuring six strategies to be your best self and achieve your most authentic goals.
Building a Culture of Ownership at Children's Hospital of New OrleansJoe Tye
Slides used by Jamie Wiggins, CNO at Children's Hospital of New Orleans, on their work to build a more positive culture of ownership in that organization, presented at the CNO Forum of the Children's Hospital Association Quality and Safety conference, March 18, 2019 in Atlanta.
PowerPoint slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the executive leadership team of HCA South Atlantic Division, 12-05-2018.
Sample Presentation of Values Coach Culture Assessment Survey ResultsJoe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye to share results of the validated VCI-17 Culture Assessment Survey taken by members of the leadership team at a large healthcare system (organization's identity removed)
Creating a Culture of Ownership in HealthcareJoe Tye
Slides used by Values Coach CEO and Head Coach in opening keynote presentation for the Hall Render Practical Heath Retreat, March 1, 2018 - Marco Island, Florida.
National Association of Neonatal Nurses, 10-12-2017Joe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye in his keynote for the National Association of Neonatal Nurses, October 12, 2017, augmented with key lessons for building a culture of ownership.
Wyoming Hospital Association, part 2, Strategies for Building a Culture of Ow...Joe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the 2017 annual conference of the Wyoming Hospital Association, part 2 of 3 parts.
Wyoming Hospital Association, Part 1, Invisible ArchitectureJoe Tye
Slides used by Values Coach CEO and Head Coach Joe Tye in presentation for the 2017 annual conference of the Wyoming Hospital Association, part 1 of 3 parts.
The slide show at this link includes 21 mental blocks to liberate yourself from in order to achieve your most authentic goals and become the person you are meant to be:
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
2. Key Success Factor #1
Early engagement of leaders from
appropriate constituencies including
board of directors, medical staff,
volunteers, and others as appropriate
3. Key Success Factor #2
Commitment of the executive team
is the primary difference between
real culture change and just
another “program of the month”
4. Key Success Factor #3
Enthusiastic engagement of
middle management creates
expectations within each unit
and department
5. Key Success Factor #4
Assess don’t assume – ask your
people about their perceptions of the
culture, not just whether they are
satisfied or engaged
6. Key Success Factor #5
Have a blueprint and/or a manifesto
that creates a shared vision of the
culture you aspire to build
7. Key Success Factor #6
Establish initiative coherence and
avoid identification of the change
process with any single individual
or program
8. Key Success Factor #7
Keep it visible and tangible with
refresher courses, buttons and
wristbands, physical displays, daily
huddles and the like
9. Key Success Factor #8
Start with a core group of your
most passionate and enthusiastic
“Spark Plugs” then keep growing
the community
10. Key Success Factor #8 (contd.)
Embrace the skeptics,
marginalize the cynics, and
plow through resistance
11. Key Success Factor #9
Collect and share stories from
patients, visitors, and staff
12. Key Success Factor #10
Reach out to the micro-communities
of employee families and the macro-
communities of local schools,
business, and government
13. Key Success Factor #11
Remember that the best way to
motivate people to be better employees
is to inspire them to be better people
by living their personal values...
14. Key Success Factor #11 (contd.)
And that organizational values
determine strategy while personal
values shape culture
17. Having a clear shared understanding of the
line between appropriate engagement at
the governance level and inappropriate
interference at the operational level
18. Reports on how well hospital values are
reflected in employee engagement, patient
satisfaction, workplace and patient safety,
recruiting and retention, operations, and
financial performance
19. Expecting a portion of each board
meeting to be devoted to a discussion
of cultural issues, including what is and
is not working according to agreed
upon expectations
20. Knowing when and how it is appropriate
to discipline a physician who generates
significant revenue but whose behavior
violates the organization’s values and
cultural expectations.
21. Preventing penny-wise but pound-foolish
decisions that achieve short-term savings
at the expense of lasting cultural harm –
eliminating the annual company picnic
being a classic example
22. Better appreciating, and being more
supportive of, investments in culture that
do not have a demonstrable return on
investment in financial terms (at least not
in the short term)
23. Providing feedback to leadership
concerning what they are hearing
about the hospital from out in the
community
24. Being alert to early signs that the
organization is struggling; the key
symptoms of organizational decay
described by Jim Collins in How the
Mighty Fall are cultural, not financial