1. Influence | Attract | Retain Building the Right Culture NNHRA 2.15.18
Presented by Dr. Maria Church, CEO
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2. Agenda Data Fear-Based Cultures The Disconnect The Shift
Cultural Aspects
Questions
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3. Company Overview Privately held Arizona LLC Women-Owned Small Business
Minority Business Enterprise (MBE)
Over 12 years working with executive and leadership individuals and teams
Assess, plan, and implement organizational alignment with strategic goals
Solutions to navigate and sustain change
Boost innovation and problem solving effectiveness, and increase valuable communication by 40 – 80%
Develop workplace cultures to increase engagement, performance, agility, and attract desired employees
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4. Clients
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5. SHRM 2012 Study
Biggest challenge facing HR executives over the next 10 years?
Retaining & rewarding the best employees
Developing the next generation of leaders
Creating a corporate culture that attracts the best employees
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6. SHRM 2012 Study
Biggest investment challenge for organizations over the next 10 years?
43% of HR professionals indicated that obtaining human capital and optimizing human capital investments would be their biggest challenge.
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7. SHRM 2012 Study
Which human capital competencies will be the most critical 10 years from now?
Business acumen
Organizational leadership & navigation
Relationship management
Communication
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8. SHRM 2012 Study
Which tactics will be the most effective in attracting, rewarding, and retaining employees over the next 10 years?
Providing flexible work arrangements
Creating an organizational culture where trust, open communication, and fairness are emphasized and demonstrated by leadership
Providing opportunities for career advancement
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9. SHRM 2012 Study
Which tactics will be the most effective in attracting, rewarding, and retaining employees over the next 10 years?
Offering higher total rewards packages than organizations that compete for same talent
Demonstrating commitment to employee development
Providing meaningful work with a clear purpose in meeting organizations’ objectives
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10. Gallup 2013 Study Engagement
70% of American workers are not working to their full potential
52% of those workers are disengaged
18% are actively disengaged
This is costing you an additional $8K to $15K for every employee earning an $40 – 80K salary.
2017
51% disengaged
16% actively disengaged
67% not working to full potential
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11. “They don’t want a career, they want an experience.”
Deloitte 2014 Study
Millennials in the Workforce
Projected to make up 75% of the workforce by 2025
Creative
Run own business
Accelerated career growth
“They don’t want a career, they want an experience.”
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12. Deloitte 2014 Study Social Shifts
Boundaries between business and social issues are blurring.
Corporate social responsibility and “conscious capitalism” reshaping business and talent markets.
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13. Deloitte 2014 Study Takeaways Doing more is not enough
Manage people differently - Create an imperative to innovate, transform, and reengineer human capital practices.
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14. Deloitte 2014 Study Key Areas of Strategic Focus
Lead & Develop – prepare for a revolution
Attract & Retain – beyond retention to build passion and purpose
Transform & Reinvent – human capital strategies and cultures to support this shift
Improved growth, innovation, and performance
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15. Forbes 2015
Retention crisis – Deloitte research shows that culture, engagement, and employee retention are now top challenges facing business leaders.
Unemployment below 5.5% = employees have more bargaining power.
Social sites like LinkedIn, Glassdoor, and Indeed means that company’s employment brand is now public information. If not a great place to work – people find out fast.
Glassdoor database shows the average employee gives their company a C+ (3.1 out of 5) when asked if they would recommend their company to a friend.
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16. Forbes 2015
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17. Local Government Challenges
Baby Boomers Retiring
Knowledge, experience, & skills
Not enough prepared replacements:
54% of local governments reported an increase in retirements last year
60% of retiring employees are in upper management
Between now and 2020, 60% of local government workers will be eligible to retire
6% of college students indicated they plan to work for public sector institutions
Next gen leaders may not be ready to step in
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18. Fear-Based Culture Everywhere Ever present Sneaky Numb, anesthetized
How to identify fear
How is fear present in your organization?
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19. Fear-Based Culture Robs people of potential
Barrier of individual & organizational performance
Affects individual & organizational quality of life
Shifts focus
Destroys trust & loyalty
Causes silence & uncertainty
Fear-Based Culture
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20. Fear-Based Culture Go-To Strategy
Kills long-term motivation & commitment
Increases stress
Grows resistance
Shuts down ability to think creatively, collaborate, & bring passion to the job
Check out
Go-To Strategy
Fear-Based Culture
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21. The Disconnect Fragmentation Compartmentalized employees
Values identity crisis
Forgot the Why/Meaning
“Joyless Striving”
Values Assessment
Are your values aligned with your job? If not, why not?
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22. Fear and compartmentalization are not working – comes with a price
Develop next generation of leaders
Corporate cultures to attract and retain
Provide meaningful experiences
Why Shift?
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23. Why Shift? Maslow’s Hierarchy of Needs
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24. Organizational Culture
“Culture eats strategy for breakfast.” – Peter Drucker
Organizational Culture
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25. Summary & Questions Copyright © 2017 Government Leadership Solutions

26. LinkedIn: https://www.linkedin.com/in/drmariachurch
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