Passion in Our Workplace

• PassionWorks! Survey• Company Findings January

2011

• .

Why Now?• Support culture change work• Assess available capacity in organization

(extent to which discretionary effort untapped talent)

• Temperature check

PassionWorks!™ Model

What’s Your Profile?

About the Diagnostic

• Results reflect a point in time.

• Three-pronged Validation – Statistician– User feedback– Interviews/focus groups

About the Diagnostic

80 Individual Questions– 40 on the conditions for

passion (e.g. impact, values, feedback, communications)

– 40 on the phases (5 questions/phase)

About the Diagnostic

45 Corporate Questions– 40 on the corporate

environment– 5 on key retention

indicators

About the Diagnostic• PassionWorks! Score: XXX/400

– The higher the score, the more probable your environment will generate a passionate team

– 275 or less will mean you are unlikely to be in a strong PassionFlow™ phase.

• Phase Scores: XX/50– 8 phases– Highest score 50/50 (only 5 in dbase for PF)– Range of intensity: 30-36/50 (lower); 37-43/50

(medium); 44+ (high)

Management Report

• Individual categories and high/low scores

• Corporate categories and high/low scores

• Key Retention Indicators with comments

83% participation rate – a significant amount of PassionFlow™ upon which to build.

PF in top 390%

PF the top

score80%

37.45

0

5

10

15

20

25

30

35

40

45

50

score

PassionFlow phase

Opportunity to shift into a strongly positive score to take Company to the next level and secure retention of talent

NEUTRAL

POSITIVE

NEGATIVE

PassionWorks™ Individual Driver Score is average.

132

298

383

0

20

40

60

80

100

120

140

160

180

200

220

240

260

280

300

320

340

360

380

400

score

Highest score(top 30 in entire dB)

Lowest score(bottom 4 in entire dB)

NEUTRAL

POSITIVE

NEGATIVE

Individual Driver Categories - Relatively happy with the conditions of immediate work environment & “self”.

Co. XYZdB 8.90 I'm very

clear on my personal values

NEUTRAL

POSITIVE

NEGATIVE

9.05 I care about what I produce &

how

Corporate Driver Categories - Quite low (with top question scores encouraging)

Vision

/ Foc

us

Quality

Lead

ership

/ Diffe

rentia

tion

Intera

ction

s

Collab

oratio

n

Proces

ses

Caring

/ Harm

ony /

Cult

ure

Commun

icatio

ns

Co. XYZdB 9.07 Quality of

customer relationships

important

NEUTRAL

POSITIVE

NEGATIVE

Products & Services are held in relatively high esteem

NEUTRAL

POSITIVE

NEGATIVE

Products & ServicesMgt-10/9

Mgt.-8/7

Mgt.-6 or less

Emp.-10/9

Emp.-8/7

Emp.-6 or less

Excellence “as good as”

Don’t know products

First class/Excellent

Not as strong as compet-ition or are “average”

Low knowledge

Values Some products not great

Expensive NB. Products mentioned more than service

Low knowledge

Price

Claims Low knowledge across company

Not very innovative

Focus Areas

• Retention• Burnout• Resources• Communication

18

Retention is at risk, but recommendation is somewhat stronger

0.00

1.00

2.00

3.00

4.00

5.00

6.00

7.00

8.00

9.00

10.00

6.60

7.58NEUTRAL

POSITIVE

NEGATIVE

Place to Work

20

Mgt-10/9

Mgt.-8/7

Mgt.-6 or less

Emp.-10/9

Emp.-8/7

Emp.-6 or less

People People Change PeopleHR Practices

Compen-sation

Compen-sation / Under-valued

Environ-ment

Environ-ment

Compen-sation

Opportun-ities

Lack of Upward Mobility

Excellence Vision/Values

Risk of Burnout

PassionFlowing phase

Rushing phase Resting phase Obsessing phase

37

25 2523

37

23

28

24

Co. XYZdB

People fairly happy with their immediate work experience / self, but resources a red flag.

Co. XYZdB

NEUTRAL

POSITIVE

NEGATIVE

Lowest immediate environment / self questions – less celebration and meaningful feedback.

NEUTRAL

POSITIVE

NEGATIVE

… but people are not so happy with the corporate environment

NEUTRAL

POSITIVE

NEGATIVE

Vision

/ Foc

us

Quality

Lead

ership

/ Diffe

rentia

tion

Intera

ction

s

Collab

oratio

n

Proces

ses

Caring

/ Harm

ony /

Cult

ure

Commun

icatio

ns

Co. XYZdB

4.83 Regular

customer

feedback

RecommendationsSTART STOP KEEP

• Priority Management• Re-assess Resource

Allocation• Communicate/Get

Feedback (in/out)• Product & Service

Training• Succession

Planning/Career Mgt.

• Measure & Celebrate• Differentiate and

Innovate• Reengineering

• Making things equally important

• Avoiding performance issues

• Accepting complacency/low output

• Overwhelming key resources

• Values front & center (caring, supportive, family-focused, friendly, excellence)

• Auditing products / services for value

• Claims philosophy / processing

• Compensation benchmarking

• Having fun!

Next Steps

• Department Reports/Consultations• Action Planning by Department• Employee Seminars around “How do I

find my passion at work?”