1. Change Your Culture – Change Your Results™
A Results Rule!® Education Program
Randy Pennington
Pennington Performance Group

2. What the movie and
television industry know
@RandyPennington

3. @RandyPennington

4. “Everything you do to try to adapt and change
and renew a company - whether it’s organizational
change, marketing, finance, HR – takes place in a
crucible and that crucible is culture.”
@RandyPennington
-Louis V. Gertsner, Jr.
Former Chairman & CEO
IBM Corporation

5. Your culture is uniquely designed to deliver
the results and sustain the relationships you
are achieving today.
@RandyPennington

6. Culture: the integrated
patterns of human behavior
that include thought, speech,
and action; the way we do
things around here that
defines what we believe
about people, performance,
and productivity.
@RandyPennington

7. Culture is shared
• Purpose
• Values, assumptions, beliefs
• Performance expectations and
standards
• Language, legends, and
symbols
@RandyPennington

8. @RandyPennington
Every organization,
department, team, and even
community has a culture.
X
X
X
X
X
X
x
The only question is will your
current culture sustain you
and enable you to deliver the
results you need in the future?

9. The challenge:
How do we create a
common set of unifying
values, assumptions,
beliefs, and habits that
drive actionable
performance and behavior
toward a shared purpose?
@RandyPennington

10. Four ideas
• Define the future
• Create the habits
• Maintain the urgency
• Demonstrate the discipline
@RandyPennington

11. Define the Future
@RandyPennington

12. What does our culture need
to be in the future to make us
relevant to our customers,
staff, and business partners?
The better question:
@RandyPennington

13. Create the habits
@RandyPennington

14. Choices
Actions
Habits
Culture
How Culture
Develops
@RandyPennington

15. The leader can’t simply state
the purpose, goals, and
values.
x
The leader must actively
define and demonstrate what
they look like in practice and
create the environment for
change to occur.
@RandyPennington

16. Imperatives for changing and sustaining
your culture
• Define the purpose, vision, values, and current reality
• Create continual awareness
• Cultivate the language
• Leverage the legends and symbols
• Build and maintain the competencies
• Align structure, process, procedure
• Actively strengthen the group and assimilate members
@RandyPennington

17. Maintain the
Urgency
@RandyPennington

18. The importance of the
culture never goes away.
x
This isn’t a new “program.”
It is a way of thinking and
acting that drives
everything you do …
forever.
@RandyPennington

19. “80 percent of what leaders care about
and talk about when trying to enlist
support for change doesn’t matter to
80 percent of the workforce.”
-Scott Keller and Carolyn Aiken
McKinsey & Company
@RandyPennington
80%20%

20. The ability to change is based on readiness.
Intellectual understanding does not ensure
emotional readiness.
The truth about lasting change
@RandyPennington

21. People change for two reasons
• Crisis pushes us to change
• Opportunity pulls us to
change
@RandyPennington

22. Demonstrate the
Discipline
@RandyPennington

23. Most organizations do not hold themselves
accountable for developing and sustaining a
culture that enables them to deliver amazing
results and sustain lasting relationships.
@RandyPennington

24. A compelling culture that
delivers meaningful results
is the intangible that
provides a sustainable
competitive advantage in a
world where products and
services are viewed as
interchangeable.
@RandyPennington

25. What will YOU do?
@RandyPennington

26. Thank You!
randy@penningtongroup.com
www.penningtongroup.com
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