culture prez 5.0
TRANSCRIPT
what I’ve learned about
culture and engagement
and the impact of leadership
what is it?
culture and engagement
The shared behaviours and belief characteristics of an organisation as exhibited by
the stated and unstated rules and expectations, prevailing values, norms, behaviours and
systems that define an organisation.
“It’s just how we dothings around here.”
culture is
engagement is
...the emotional and intellectual commitment of an individual or group to build and sustain
strong business performance.
The focus of any engagement process should not only be on how to engage employees, but also on how to maintain
engagement among those already engaged and contributing.
culture matters more
in tough times!
It drives everything…
where money is spent where
decisions are made how people
treat each other successful
implementation
culture?you’re standing in it!
“ When the cultures are our own, they often gounnoticed until we try to implement a new strategy or program that is incompatible with their central norms and values. Then we observe, first hand, the power of culture.
John P. Kotter & James L. Heskett, Corporate Culture & Performance
“
we have two choices…
harness the power of agreement allow
unknown forces to continue
culture?you’re standing in it!
Roger Cowan
CEO, Distil International
and the bottom line
culture
Kotter and Heskett
Return On Investment
Less
Efficient
CultureDenison
Participative
Culture
Cameron and Quinn
Outcome of change efforts
Reason for failure:
A neglect of the organisation’s culture.
Over 11 Years
Succeede
d Failed
can we improvechangeinfluence control maintain our culture?
“It just makes good business sense to
create an environment where people want to
come to work.”Founder / MD
culture flows fromthe top down
2002 2003 2004
“…and from a personal perspective, I just prefer to come to a workplace where people are happy and having a good time.”
“As senior leaders of this business are you
ready to take the wheel and drive
our culture?”
Founder / MD
culture flows fromthe top down
2009
culture flows fromthe top down
“Imagine what we will achieve
when we bring the people with us…”
CEO,Australasia
culture infects fromthe front line up
empower your peopleto make a difference
• not sufficient contact with senior leaders
• not safe to speak up
• not good at promoting people
• benefits are not as good
• managers not good at building teamwork
• no opportunities for input before changes are made
• no effort to get the opinions and thinking of employees
• too lenient with employees who perform poorly
• don’t take the opportunity to share knowledge
• teams don’t get feedback on how they perform
• it wouldn’t take a lot for to look for another employer
Low Scoring
Areas
engagement has a lot to do withcommunication
• not sufficient contact with senior leaders
• not safe to speak up
• not good at promoting people
• benefits are not as good
• managers not good at building teamwork
• no opportunities for input before changes are made
• no effort to get the opinions and thinking of employees
• too lenient with employees who perform poorly
Low Scoring
Areas
•
•
•
don’t take the opportunity to share knowledge
teams don’t get feedback on how they perform
it wouldn't take a lot for to look for another employer
engagement has a lot to do withcommunication
communicate your messages
communicate your messages
live and breathe values
practice radical transparency
humanise the leadership
release your champions
have lots of fun
create motivational awards
share photos and video
promote social responsibility
be there in person
ask your people...
where can we start?
what are the benefits? lower voluntary
turnover reduced
absenteeism higher
productivity
more innovation
more successful
implementation increased
customer satisfaction attractive
EVP
reduced recruitment
costs higher quality
candidates happy
people!
driving culturewinners
We create an inclusive environment
“where talents and ideas can flourish andalso drive business results.
“Neeraj Chadha
Vice-president Australia, Marriott Hotels & Resorts
2013 Employer Of Choice
driving culture winners
It is easy to do in good times but what is truly defining is sticking to our strategy when businesses conditions are challenging.
Chris Ward
Managing Partner, Cooper Grace Ward Lawyers
2013 Employer Of Choice
Being a Best Employer is about leadership and
“commitment. It is about our leaders embracing thestrategy and the desired actions and then living this each and every day.
“
driving culture winners
With such overwhelming evidence about the link
“between high engagement and great business results,why wouldn't you create a great place to work?
“Mark Ratcliffe
Chief Executive, Chorus
2013 Employer Of Choice
driving culture
The single most important factor that distinguishes“major culture initiatives that succeed from thosethat fail is competent leadership at the top.
“John P. Kotter & James L. Heskett,
Corporate Culture & Performance
driving culture
Real culture drive needs the CEO,
“executive team, internal change agentsand external change agents, all singingfrom the same song sheet.
“Quentin Jones
Director, Human Synergistics
So, to avoid the trap of failure…
Succeede
d Failed
are you and your leaders
ready to drive your culture?
your people need you!
presentation by MARCUS WADDSpeople culture engagement communications
email [email protected] https://au.linkedin.com/in/marcuswadds