This document discusses creating a culture of excellence in Christian organizations. It discusses how toxic cultures can undermine good strategies and initiatives. It then outlines several dimensions that define a great place to work, including communication, competence, integrity, support, collaboration and caring. Research from over 470 Christian ministries surveyed shows that employee engagement is linked to factors like ministry value, leadership, commitment to growth, and compensation. The "5 C's of Christian leadership" are outlined as Christian character, competence, commitment to growth, communication for action, and compensation.

1. 1Creating a Culture of ExcellenceAl LopusJune 2011

2. Proposition:Bad culture eats good strategy for lunch…2

3. 3Toxic Culture

4. 4Leadership Introduces New StrategyToxic CultureLeadership Introduces New Strategy

5. What’s left?5Toxic Culture

6. 6Bad culture eats good strategy for lunch…New StrategyToxic CultureWhat’s left of the Strategic Initiative?

7. Employee Engagement Is Linked to Ministry GrowthStaff Engagement Levels

8. Engagement & TurnoverI would prefer to remain with my organization even if a comparable job at higher pay were available.47.9%42.6%9.5%

9. DEFINING A GREAT PLACE TO WORK®

10. Genesis of an ideaThe 100 Best Companies to Work for in America by Robert Levering and Milton Moskowitz(1984, 1994)

11. A Great Place to Work– What Makes Some Employers So Good (and Most So Bad) by Robert Levering (1988)

12. FORTUNE 100 Best Companies to Work For® Annual List (1998)DIMENSIONS OF A GREAT PLACE TO WORK®Communication: Communications are open and accessibleCompetence: Competence in coordinating human and material resourcesIntegrity: Integrity in carrying out vision with consistencySupport: Supporting professional development and showing appreciationCollaborating: Collaboration with employees in relevant decisionsCaring: Caring for employees as individuals with personal livesTRUSTEquity: Balanced treatment for all in terms of rewardsImpartiality: Absence of favoritism in hiring and promotionsJustice: Lack of discrimination and process for appealsPersonal Job: In personal job, individual contributionsTeam: In work produced by one’s team or work groupCompany: In the organization’s products and standing in the communityIntimacy: Ability to be oneselfHospitality: Socially friendly and welcoming atmosphereCommunity: Sense of “family” or “team”

13. 100 Best Annualized ReturnsAnnualized Returns 1998-2009

14. 13The Best Christian workplaces Model

15. Ministry Value Chain:“Healthy Ministries Tend to Be Fruitful Ministries”A Compelling Place to WorkA Compelling Place to Receive MinistryA Compelling Place to GiveStaff RetentionGrowthCustomer & Supporter SatisfactionCustomer & Supporter LoyaltyMinistry ValueStaff EngagementEffectivenessStaff ProductivitySource: 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

16. Employee RetentionGrowthCustomer & Supporter SatisfactionCustomer & Supporter LoyaltyMinistry ValueEmployee EngagementEffectivenessEmployee ProductivityThe Next Question: What Factors Influence Engagement?Factor 1Ministry Value Chain:Factor 2Factor 3Factor 4Factor 5

17. Research in Christian Workplaces470+ unique Christian ministries surveyed100,000+ staff respondents over last 9 yearsResearch by SPU’s Doctoral Program in Industrial/Organizational Psychology (Drs. Rob McKenna & Tanya Boyd)58 Question Staff Questionnaire16

18. Representative Organizations KSBJ, HoustonKCMS, SeattleEMF/ K LoveBack to the BibleAmerican Bible SocietyHeartland Church, Rockford, ILLifeChurch.tvIndiana Wesleyan UTyndale HouseInterVarsity PressCRISTA, SeattleDenver Rescue MissionELICJoni and FriendsMOPS InternationalADFUpward Sports17

19. Commitment To GrowthMinistry Value Chain:Christian CharacterEmployee RetentionGrowthCompetenceCustomer & Supporter SatisfactionCustomer & Supporter LoyaltyMinistry ValueEmployee EngagementClimate for ActionEffectivenessEmployee ProductivityCompensation5 C’s of Christian Leadership

20. Christian Character19Faithful leadershipexhibits the Fruit of Holy Spirit, puts Christ first, has integrity, demonstrates compassionHigh trust between leadership and staffChristian witness –by reflecting Christ to the WorldWhat does the Lord require of you?To act justly and to love mercy and to walk humbly with your God Micah 6:8

21. Competence20Management excellence – stewardship of human and financial resources Alignment- Mission, vision, values strategy and goals alignedResults – the ability to deliver resultsHealthy relationships with stakeholders

22. Commitment to Grow 21Supervisory intimacy – supervisors care for employees as people, and can solve work related problems. Mentoring- development is encouraged by a mentorCommunity- Christian community experienced with co-workers

23. Communication for ActionActive collaboration- seeking and acting on suggestionsInclusive transparency-involving employees in decisions and openly explaining reasons behind decisionsInnovative focus- encouraged to experiment22

24. CompensationRecognition for top performersFairness in the levels and treatment of rewards and benefits23For the worker is worthy of his wages. Luke 10:7

25. Four Levels of Health24

26. Culture Overall25PioneeringHealthyLimited HealthToxic

27. MinistryReachRevenueGrowthGoal AchievementActualEe PerceptionCommunication EffectivenessPeer toPeerTopDownBottomUpCompensationClimate for ActionChristianCultureCapability &CompetenceCommitmentFor Learning& Training InvestmentBCWI Ministry Scorecard DashboardMission GrowthMission EfficiencyMinistryEfficiencyComp $EffectivenessMinistry PerspectiveCustomer SatisfactionDonorsDonor RetentionDonorGrowthCustomerRetentionCustomerRatingEmployeeRatingDonorROICustomer / DonorTalent Management EffectivenessInternal Business ProcessesEmployeeSatisfactionEmployee Retention &AbsenceEmployee EngagementEmployeeFit5 C’s of Christian ManagementLearning and Growth

28. “The 4-D” Cycle - Organizational Change Approach (Appreciative Inquiry)DiscoveryWhat gives life?Appreciating2. DreamWhat might be?Envision Impact4. DestinyHow to empower, learn& improve?SustainingPositiveChange Topic3. DesignWhat should be-the ideal?Construct Together