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HiP Culture: Your Key To Freedom In Business. My Heretical Idea You deserve to be :
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Transcript of HiP Culture: Your Key To Freedom In Business. My Heretical Idea You deserve to be :
HiP Culture:Your Key To Freedom In
Business
My Heretical Idea
You deserve to be:
Outrageously Happy In Your Personal Life
Optimally Fit, Healthy
And Energetic
A Powerful and Positive Force In The World!
What Is Culture?
It is the behaviours the incentives the symbols and the systemsthat reveal the values of the organization
What is Culture?
CULTURE = VALUES LIVED
IntegrityCommunicationRespectExcellence
Your CultureCan (and Should)Be A Competitive
Advantage
HiP Culture = “Nice” Culture
A HiP Culture Will Have Greater…
• Speed• Accountability• Rigour• Simplicity
• Collaboration• Attractiveness• Innovation• Productivity
Why Is It So Important?
Prospects/Customers
Potential Employees
Culture
Suppliers
With Growth Comes Chaos
Growth
Complexity
Rock Star %
Mistakes and chaos
StayShrink Systemize
With Growth Comes Chaos
Growth
Complexity
Rock Star %
The Stats
Flight Risk:
76%
24%
Up for grabs Staying
Payroll $ Wasted
23%
Shrinking Labour Market:
1/3Under 35In 1st year
Perceptions of Integrity
11% 8% 7%
Engagement
Disengaged 70%
Engaged 30%
2.5 XRev
28% Earnings
Top 24 ComparisonPerformance Enhancing Culture
Non-Performance Enhancing Culture
Revenue Growth 682% 166%Employment Growth
282% 36%
Stock Price Growth 901% 74%Profit Growth 756% 1%
As compared to “non-producers”:UnskilledAverage =19% more outputSuperior = 38% moreSkilledAverage = 32% moreSuperior =64% moreMgmt/ProfessionalsAverage = 49% moreSuperior = 96% more
The Cost of Average...
The Cost of Average...Salary Point
spread# in category
Cost
Unskilled $24,000 .19 4 $18,240
Skilled $35,000 .32 3 $33,600
Mgmt/Prof $60,000 .48 2 $57,600
$109,440
The Missing Link
SATISFACTION
ENGAGEMENT
Quality of Life
RookieVictim
Bystander Champion
3 Happiest Events
Challenge
Connection
Contribution
Quality of Life
Mastery
Purpose
Appreciation
Congruency
warrencoughlin.com/cool-tools
Results
Decisions &Actions
Questions
Beliefs and Values
Experience, Education, Environment
The Path
Assess Execute
1 2 3 4
Define Monitor/Refine
Assess
1
Objective
• Understand state of culture• Learn the source of messaging• Assess receptivity to change• Benchmark• Avoid “another initiative that will die”
syndrome• Go/No Go
Q1: Your Limits
Q2: What Are The Unwritten Rules
• Meeting discipline• (in)Formality• Accountability• Customer relations• Dealing with change• Systems• Dress• Hours• Work life balance• Quality Standards• …
Q3: What Priorities Do You Communicate?
What Are Your Defining Stories?
Is That HiP?
Option 1: Consultants
Option 2: Assess and Impact
Assess
1 2
Define
Pick Your Principles
Values-driven
1. Select
Performance Marketing
• Results driven• Innovation• Leadership• Team• Communication
Event Planning
• Pride• Gratitude• Fun• Trust• Relationships• Positivity• Dedication
Values-driven
1. Select2. Translate
Behaviours Reflect Values
• Harmony => Avoid “tough” conversations• Authenticity => Only sell what’s right • Customer focus => seek input of front line• Accountability => Ask for and follow up on
commitments• Sucking up => favouritism unrelated to
performance or potential• Discipline/Focus => Saying no
Values DefinitionsClear
+Observable
+Accountable
=Enduring
Values-driven
1. Select2. Translate
3. Rank
Values Hierarchy
“Smart People
Don’t Tell Themselves
Stupid Lies”
Assess Execute
1 2 3
Define
2 Approaches
Announce and Then Build• Awesome for small• Sustains momentum• Engages team in build• Allows for growth
BUT• Inconsistent systems,
symbols and incentives• Must exhibit new values
while building them
Build and Then Announce• Alignment exists pre launch• Shows seriousness• Communications and mgmt
are coordinated
BUT• Long lag time• Lack of ongoing engagement• Can become a “task”
Incentives
• Beware unintended incentives & consequences
• Not just $:– Security– Recognition– Quality work– Remove “crappy” work– Perks
• What’s “punished” (or not)
Systems
Symbols
Discuss
ON
OFF
Investigate
Recognize Values Lived
Record
Recognition
Culture Hacking
Take On A “Help The World” Program
Peer Bulletin Board
Real Time Feedback
Energizer Rituals
Why So Serious?
Hire/Fire on Culture
Raising The Game
• Education Investment• Book of the month• Coach for the team• Empty chair in meetings• Involve team in hiring• Cross-dep’tal initiatives• Workations• Each employee interacts
w. customers
• Senior people have “shifts” for Q&A
• Pet project time• 1x/month community
project• “Support a dream”• Anniversary yearbooks• Monday
Breakfast/Friday drinks
Assess Execute
1 2 3 4
Define Monitor/Refine