CFI #4 Build the culture.. What is Corporate Culture? Definition: A blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop.

Slides:

Advertisements

Similar presentations

Clover Park School District Board of Directors 1.

Advertisements

E.g Act as a positive role model for innovation Question the status quo Keep the focus of contribution on delivering and improving.

Vodafone People Strategy (VPS)

2013 CollaboRATE Survey Results

Enrollment Management and Student Affairs at Portland State University Enrollment Management and Student Affairs is a student-centered organization, dedicated.

1 Response to the Employee Survey Recommendations.

Growth Generation Leaders

+ Strong Values + Small Business = Big Rewards The Auburn Manufacturing Story Johnna Major, SPHR President, Cornerstone HR Kathie Leonard CEO, Auburn Manufacturing.

Yammer for Executives Introductions.

Branding – Creating a strong brand to attract top talent

June 23, 2011 SHRM Survey Findings: Employee Recognition Programs In collaboration with and commissioned by Globoforce.

Leadership in the Baldrige Criteria

Leadership and Strategic Planning

‘Encouraging the Heart’. A key role of leadership is energizing employees and keeping them engaged Leaders accomplish this by being credible, fostering.

Leader’s Role in Engagement Presented by Nancy Carlson Learning & Development Leader.

RAPA Fall Meeting 2012 October 21-23, WIIFM Reward and Recognition Nicole Hercules Director, Performance Improvement 2012 RAPA Conference.

INTRODUCTION Performance management is a relatively new concept to the field of management.

Best Practices Social Roadmap from American Marketing Association: How Organizations Use SharePoint & Online Communities © 2012 Telligent. All rights reserved.

Leadership Development Presented by: Pete Gates, CEO Karla Kretzschmer, VP of HR Susan Pasikowski, Training Manager.

Human Resources in the Baldrige Award Criteria

The Eleanor Roosevelt Center Five Year Strategic Plan The Eleanor Roosevelt Center December 18, 2010.

HRM Initiative April 25, HRM Initiative Goals: Work with factory partners to strengthen HR systems through capacity building and sharing of HR.

TAKING CONTROL OF THE KNOWLEDGE FLOW BY USING SELF-SERVICE AND KCS - Rob Matheson.

Faculty Force Field. Formal Strategies and Goals Promote a culture for faculty to make a full and unconstrained contribution to the quality of life and.

Changing the culture at Finley In the past 5 years, Finley administration has taken a variety of steps and actions including Serving Others to engage.

ALEX PASQUALONE STEPHANIE SEDMAK EILEEN DUNN Human Resource Management and Social Responsibilities.

Green Teams 101: Engaging Your Employees IMPACT 2015.

CSR Action and Engagement in the workplace

TALENTBUILDER® Version 2.1 MasteryWorks 2011 Slide 1 ® Building a Talent Mindset: Group Activity Groups in the session were asked to Select the management.

Inspire Personal Skills Interpersonal & Organisational Awareness Developing People Deliver Creative Thinking & Problem Solving Decision Making, Prioritising,

Convocation Week 2008 Strategic & Academic Action Planning Update.

Reducing Turnover and Increasing Retention Tips and Tactics for Supervisors.

District Improvement Plan August 10, 2015.

Employee Recognition and Wellness Benchmarking Project Healthy Workplace Champions June 29, 2009.

Ohio Housing Finance Agency – Strategic Priority Culture Initiative Ohio Housing Finance Agency Strategic Priority Culture Initiative.

Creating a goal-driven environment - 3 Barbie E. Keiser University of Vilnius May 2007.

District Improvement Plan September 21, 2015.

EMPLOYEE ENGAGEMENT. What is Employee engagement The extent that an employee believes in the mission, purpose and values of an organization and demonstrates.

1 SHARED LEADERSHIP: Parents as Partners Presented by the Partnership for Family Success Training & TA Center January 14, 2009.

Queen’s Management & Leadership Framework

Tenant – Led Community Building in MHSA Housing Anne Cory Corporation for Supportive Housing 2/9/11

Solano County Office of Education Jay Speck Solano County Superintendent of Schools.

0 Employee Engagement. Why is employee engagement important? o Employee Engagement is a measurable degree of an employee's positive or negative emotional.

Today’s Agenda: Team Member Updates Employee Survey Results 360 Leader Feedback Other Items.

Chapter 15 Organizational Culture

Strategic Planning Timeline MAROON TEAM GOLD TEAM Task Teams Communication Task Teams Communication Task Teams UMAA Strategic Planning Project.

Review of Agenda & Objectives President’s Retreat 2008 College of Micronesia - FSM May 13 – 15, 2008 FSM China Friendship Sports Center.

- CAT 1 - Developing the Organization: By Recognizing the Importance and Relevance of Student Voices in Developing a Positive School Climate.

What Leaders Do Five Practices Ten Commitments CredibilityCollaboration Strengthen Others The Secret To Success Application to Stages Model.

Organizational Communication and its importance to the business growth Done by Clemence Manirumva.

Organizational Behavior (MGT-502) Lecture-43. Summary of Lecture-42.

© All rights reserved Your Voice, Your CC: The Colorado College Employee Climate/Engagement Survey Advancement.

Managing Talent – Maximizing Your Employee’s Potential 3 rd SACCO LEADERS’ FORUM Monique DunbarLorri Lochrie Communicating Arts Credit UnionCentral 1 Credit.

Matthew Nelson, New York Life Vice President Corporate Responsibility Spring Lacy, Prudential Vice President, Corporate & Community Engagement.

101 Leadership. +1 (443) Developed by Matt Shlosberg.

Corporate Events IEIE August How can a team building program benefit you? A well-structured team building event will bond your team while improving.

It has in impact on the following:  Customer Service  Productivity  Employee turnover  Safety incidents or accidents  Theft (shoplifting and employee.

1 Chapter 9 Implementing Six Sigma. Top 8 Reasons for Six Sigma Project Failure 8. The training was not practical. 7. The project was too small for DMAIC.

Today’s managers & leaders are challenged unlike any of the past generations in their roles.

Visit Mendocino County: Strategic Direction 2017/ /20

Talent and Diversity Leadership Forum 2014 By: Dr. Mohamed Makhlouf

Change is Hard! Incorporating Values to Keep Staff Motivated

A DPS Foundation & Mile High United Way Collaboration

Vision Facilitation Template

Denison Culture Survey Results From Data to Action

A Systemic View of Organizational Change and the Pivotal Role of HR

Strategic Leadership.

Core Competencies of a World Class Customer Advisory Board

Vision Statement Examples

Presentation transcript:

CFI #4 Build the culture.

What is Corporate Culture? Definition: A blend of the values, beliefs, taboos, symbols, rituals and myths all companies develop over time (entrepreneur.com/encyclopedia) Examples: size, industry, environment, brand, programming What does Culture look like for you?

Why this is important Employee engagement Cross functional teamwork Supports our goals Reinforces behaviors you want to see

How do you change culture? It starts at the top Create reward mechanisms Promote it Recruit new voices Are we making an impact?

Self evaluation + honesty Assembled initial team to promote our unique LP culture Culture Offsite Formed 6 sub teams to develop specific areas of our culture Created a budget for each team Came up with a name

The Action Teams (A-Teams) Team NameTeam Leader CommunicationsKaren/Amy Brand AmbassadorsKaren On-boardingKaren Rewards & RecognitionKaty Fun!Aubrey Community ServiceNathan

Communications Purpose:Create a strategy that empowers employees to proactively communicate. Promote dialogue and alignment on business objectives. Goals: Define Tool: Determine timing and form for delivering communications. Create Healthy Gossip: Foster positive spread of information.

Brand Ambassadors Purpose:To make every employee an Ambassador. Goals: Who We Are: Develop education program on our history and products. Who We Work With: Foster understanding and appreciation for others.

On-boarding Purpose:To offer the best possible experience for new employees Goals: Ensure that a new hire’s first day and week immerses them in our culture and connects them with their colleagues. Exceed their expectations of the orientation process. Offer tools and resources that will set a new employee up for success.

Rewards and Recognition Purpose:To create opportunities that empower employees to recognize co-workers for their accomplishments and contributions. Goals: Create and instant, easy recognition tool that all employees can participate in. Offer a thoughtful, more formal recognition program for above and beyond contributions.

Fun! Purpose:Commit to maintaining a positive, upbeat and fun work environment while building team unity within the company! Goals: Plan the 2013 Summer Outing! Plan the 2013 Holiday Party! Host theme days once per month! Encourage spontaneous fun!

Community Service Purpose:Give back to the community around us by creating opportunities for employee engagement. Goals: Support relevant local organizations who inspire innovation and creativity, as well as promoting awareness and education in science.

Inspiration, influence + feedback New hire Intro Performance reviews Annual survey Company update meetings