Patti Muldoon - Culture change during uncertainty global fusion case study final

1. LEAD: Mon 9/23 thru Thurs 9/26
Main conf: Wed 9/25 thru Fri 9/27
LEAD
Talent Connect 2019

3. Transforming culture amid
uncertainty Global Fusion –
a case study
Patti Muldoon
Principal People Science Consultant, Glint
LEAD

4. 4YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL 3YOUR PEOPLE AT THEIR BEST.
Case Study: Global Fusion, Inc.
CONFIDENTIAL
• 200,000 employees globally
• 4 leading businesses in
aerospace and building systems
• 150 years of history
• Traditional hierarchical culture,
methodical

5. 5YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
Case Study: Global Fusion,Inc
4YOUR PEOPLE AT THEIR BEST.
A new culture was needed
• New CEO driving change to be a more agile, collaborative, innovative, and empowering
organization
• Realization that the culture that made them successful in the past was no longer helping them
• Leadership committed to shifting this mindset: investing in digitization of processes and tools,
leadership development programs, etc.
• But the organization (including HR programs) was so slow to adopt
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Strategize
1

6. 6YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL 5YOUR PEOPLE AT THEIR BEST.
Case Study: Global Fusion,Inc.
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• Deployedengagementsurveyevery1-2years,
60+questions
• Supplementsurveysforindividualbusinesses
throughtheyear
• Slowresultscascadeandheavysupport,
diminishingimpact
• Annualperformancereviewsemphasized
ratinganddocumentationratherthan
growthanddevelopment
Legacy Engagement &
Performance Programs

7. 7YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL 6YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
To achieve dramatically different results…
Strategize
1

8. 8YOUR PEOPLE AT THEIR BEST.
…we must take a dramatically different approach.
7YOUR PEOPLE AT THEIR BEST.
Design
2

9. 9YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
Design Leverage EvolveListenStrategize
1 2 3 4 5
Start with what
the CEO and
executives
care about
Design a holistic
listening strategy
that supports those
priorities when
they’re most relevant
Leverage great
technology that is
designed around
the employee and
manager experience
Use data to
understand
employees and
create meaningful
change
Continuously
evolve your
listening strategy
Framework for Agile Engagement

10. 10YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc. EngageProgramDesign
9YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
‘Old Way’ ‘New Way’
Survey every 1-2 years
3 Pulses per year
Complements new performance
conversation cadence
60-100 Questions 9 Questions per pulse
Comprehensive questionnaire Focused questionnaire
Anonymous Attributed
Top Down Cascade of
Results over Six Weeks
Release Results Everyone
within One Week
Design
2

11. 11YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc.
10YOUR PEOPLE AT THEIR BEST.
Aligning with the
Business Priorities
• Survey questions aligned
with CEO’s priorities:
agility, empowerment, etc.
• Included relevant
manager-based questions
• 3 short surveys across the year
with various themes addressed
at relevant times
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Design
2

12. 12YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
11YOUR PEOPLE AT THEIR BEST.
Initially, HRBPs were hanging onto control of reports…
CONFIDENTIAL
Leverage
3

13. 13YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
13YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
…but, once results were
released to managers,
the conversation changed
from "this won’t work" to
“what can we do to
make our organization
better?”
Leverage
3

14. 14YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
13YOUR PEOPLE AT THEIR BEST.
Using comment
analytics to bust
a myth around
empowerment
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Listen
4

15. 15YOUR PEOPLE AT THEIR BEST.
Seekfirsttounderstand,
then to be understood.
Franklin Covey
14YOUR PEOPLE AT THEIR BEST.

16. 16YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
15YOUR PEOPLE AT THEIR BEST.
The shift began 6 months later….
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Culture comment sentiment
Sept 2017 to March 2018
Culture key words and sentiment
Sept 2017 survey
Culture key words and sentiment
March 2018 survey
Change
4

17. 17YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
16YOUR PEOPLE AT THEIR BEST.
And one year in…
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Oct 2018 Empowerment
Scores and Changes
since Sept 2017
Change
4
Oct 2018 Scores and
Changes for employees
who were UNFAVORABLE
on Empowerment in Sept 2017

18. 18YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
17YOUR PEOPLE AT THEIR BEST.
Then…
Global Fusion announces plan to separate
into 3 separate companies
The separation will take 18 months.
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Strategize
1
Add a little uncertainty

19. 19YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL 18YOUR PEOPLE AT THEIR BEST.
How do you maintain culture
change momentum amid
major uncertainty?
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20. 20YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
19YOUR PEOPLE AT THEIR BEST.
Plenty of 2-way communication and follow up
Be transparent - tell what you know when you know it
Ask how it’s affecting employees and what they need
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Listen
4

21. 21YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
20YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
Listen&Change
4
Identify and address pockets of high concern through communications and program plans

22. 22YOUR PEOPLE AT THEIR BEST. CONFIDENTIAL
CaseStudy:GlobalFusion,Inc
Onboarding
Engagement
Pulses
& Surveys
Manager
& Team
Effectiveness
Always On Exit
A Holistic and Ongoing Conversation Strategy
Evolve
5

23. Thank you.