comprehensive cultural assessments summary of scope & methodology a. levin © synergy consulting...
TRANSCRIPT
ComprehensiveCultural Assessments
Summary of
Scope & Methodology
A. LevinA. Levin© SYNERGY Consulting Services Corporation, 1999.
Page 2
The challenge:
“A strategically aligned culture is critical in sustaining the levels of employee motivation, productivity and quality necessary for success in today’s competitive business environment.”
SYNERGY, American Nuclear Society Annual Meeting, Albuquerque, 1996
Page 3
Contents
Background on SYNERGY– Principals, Corporate Experience &
Qualifications– Prior Assessments
Scope & Methodology – General Scope, Methodology & Results– Typical Assessment– Application to Continuous Improvement
Summary & Conclusions
Page 4
Summary of Major Points
Organizational culture:– Can be objectively defined, monitored and improved. – Has a predominate, positive influence on performance
and should be considered as a causal factor in solutions and a component of continuous improvement.
– Top performers have demonstrated that culture can be strategically managed, similar to other facets of the business.
– Is not self-sustaining and requires constant reinforcement through strong leadership.
Page 5
SYNERGYBACKGROUND & EXPERIENCE
Experience of Principals
Nature of SYNERGY’s work
Cultural Assessments– More than 60 assessments since 1992– 27 sites including 41 plants, 6 corporate
locations– Representative nuclear industry database
Page 6
Provide a clear reflection of the organization’s culture.
Ensure confidentiality.
Provide “bottom line” conclusions and suggestions for improvement.
OBJECTIVESCULTURAL ASSESSMENTS
Page 7
SCOPECULTURAL ASSESSMENTS
Nuclear Safety Culture
General Culture & Work Environment
Leadership, Management & Supervision
Special Topics of Interest
Page 8
Nuclear Safety Culture Model
Values & Priorities
Behaviors
Practices & Performance
Willingness to Identify & Pursue Potential Issues or Concerns
Employee Concerns Program
Page 9
General Culture & Work Environment Model
Values & Priorities
Behaviors
Practices & Performance
General Work Environment
Page 10
Leadership, Management & Supervisory Skills & Performance Model
Leadership
Business Management
Personnel Management & Development
Page 11
METHODOLOGYCULTURAL ASSESSMENTS
Obtain Employee Perceptions & Suggestions
– Survey Questionnaire (multiple-choice and written comment format)
– Employee Interviews
Page 12
METHODOLOGYCULTURAL ASSESSMENTS
Analysis & Presentation of Results
– Company Composite– Location Composites– Major Functional-level Organizations – Department-level Organizations– Demographics: worker categories, positions,
years
Page 13
Typical Cultural AssessmentSCOPE
Typical Survey Questionnaire – 50-60 multiple choice questions with 150-200
subparts– 3-5 opportunities for write-in comments
Interviews– Pre-survey: “Background” management
interviews– Post-survey: Representative cross-section of
employees
Page 14
Typical Cultural AssessmentSURVEY ADMINISTRATION AND RESPONSE
Administered by Client– All employees and contractors typically
provided opportunity to participate. (Selection can be based upon statistical sample.)
– Line management involvement in communications and feedback.
– Forms sealed and mailed directly to an independent data processor.
Page 15
Typical Cultural AssessmentSURVEY ADMINISTRATION AND RESPONSE
Response Monitoring
– Determination if response is sufficient to support analyses for each location, organization, demographic categories, etc.
– Estimate of Statistical confidence
Page 16
Typical Cultural AssessmentRESULTS
Demographic & Organizational Response Statistics– Question-level– Write-in Comment Analysis– Interview Themes
Industry Comparison– Percentile / Quartile Ranking– Year-to-year Trends
Page 17
Typical Cultural AssessmentRESULTS
Cultural Trends – Cultural Performance Indicators– Cultural Dimension Trends– Relative Location Trends– Relative Organizational Trends– Demographic Trends
Page 18
Typical Cultural AssessmentRESULTS
Safety Conscious Work Environment Evaluation
Suggestions for Continuous Improvement
Conclusions
Page 19
Typical Cultural AssessmentAPPLICATION TO CONTINUOUS IMPROVEMENT
Priorities for Organizational Validation, Intervention or Remediation
– Organizational Outliers
– Suggestions for Action
Company and/or Location Opportunities
– Mission-critical Corrective Actions
– Suggestions for Continuous Improvement
Page 20
SummaryLESSONS-LEARNED
Culture can be objectively measured, improved & monitored.
There is a strong correlation between culture & performance.
Page 21
SummaryLESSONS-LEARNED
As participant-observers, employees have unique vantage points and provide accurate barometers of needs & solutions.
Strong leadership is critical to improving & sustaining the organizational culture.– Consistent communications, involvement &
actions.
Page 22
SummaryBENEFITS OF CULTURAL ASSESSMENTS
Continuously improve or intervene for change. Understand the cause-effect relationships of
performance barriers and identify key trends. Monitor progress, benchmark against industry
best-practices & predict outcomes (using new metrics).
Provide additional communications channel; message on values & goals, feedback, address concerns & recommendations.
Page 23
SummaryBENEFITS OF CULTURAL ASSESSMENTS
Promote teambuilding; through interactive dialog, problem-solving & coaching.
Conduct action planning & problem solving Understand employee attitudes & perceptions as
participant-observers; acceptance of strategies, motivation.
Provide knowledge-based support of decisions.
Page 24
ConclusionsCOMPREHENSIVE CULTURAL ASSESSMENTS
Sustained, superior results in assuring strong performance depend upon an organization’s deeply embedded values & behavioral norms and how these affect the ability to change and seek continuous improvement.
Page 25
ConclusionsCOMPREHENSIVE CULTURAL ASSESSMENTS
Properly structured cultural assessments have demonstrated the potential for developing solutions, but equally important, the process itself has contributed to enhancing & maintaining the desired culture.