Sample from Session One

Goals for Culture Builder Academy

• Learn + apply SPECIFIC strategies and tools to foster a high performing, team-centric, talent-magnet company culture.

• Share and interact around best practices for team and organizational engagement.

• Participate in a community of culture builders who inspire, create, and expect MORE from work.

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3

Curriculum Guidebook

(included with Academy)

4 Stages of Culture Building:Assessment – Start with RealityAwareness – Make it VisibleAlignment – Quick Wins & Staying PowerAdaptability – Change Mastery

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Assessment: Change Begins Here

Ask

Inspire

Design

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Topics We Cover…• Overview of 4 stages of culture building• Principles of culture building• ROI: Culture as a performance driver, tied to strategic change• Executive / leader engagement• Creating a strong start (or refresh) in culture building efforts• Best Practices for Assessment• Questions

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Assessment: Change Begins Here

Ask

Inspire

Design

Why culture? Why now? What is the opportunity? What happens if we do nothing different?INTERVIEW: CEO/President, Top Leaders, Key Customers, Key Influencers in your employee audience.

ALL change begins with a compelling WHY.Develop a business case for culture: Identify growth targets, merger plans, talent goals. A compelling vision of the Culture Future – with soft and hard evidence - is ESSENTIAL at this stage.

Your Culture Assessment Approach should MAKE positive change in itself. Design it to engage, inspire, innovate. It should aim to touch 100% of the target employee base, through mixed methods: • Surveys (develop your own or use a benchmark tool)• Focus Groups• Interviews

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Culture ROI:5 Questions to Develop Your Business Case

Ask

Inspire

Design

1. What business results are executives concerned about improving, changing, or expanding? Articulate them CLEARLY. Ask them, don’t guess.

2. What people results are showing signs of early trouble? Turnover, lack of adoption of change, leadership pipeline, angry customers. Get NUMBERS.

3. Collect 2-3 anecdotes from Powerful Influencers in the company, that address WHY we must work on our culture. Don’t leave this to chance.

4. What is the trajectory if we don’t change?

5. What Quick Wins can you target? (ONE specific Department whose leader is bought into change. ONE pain point: “High turnover is stunting growth.”)

6. Find a credible leader on the Executive Team to champion the culture work, and sell them first. It is not always the CEO, but ideally it is someone closely tied to the business. More on Culture Builder Academy + how to enroll

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Culture ROI Worksheet

*Less stress, better morale, trust in leadership.

Common Organizational Result $$ Impact Soft Impact*

Lower Turnover / attrition

Higher attendance

Reduced healthcare usage, costs

Improved cooperation across Departments

Fewer mistakes / rework on projects

Increased process innovation

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What Derails Assessment: Avoid the Iceberg• Leaders who don’t care. Watch their actions and body language,

not their WORDS. Don’t start if they aren’t “in” – it makes things worse. (Trust me, I’ve been doing this for 18 years.)

• Over-design – HR and OD folks, we love you but please keep it simple and GET MOVING.

• Ignoring disenfranchised groups. You have to withstand some fire and venting in this. These people can become your biggest allies if you do it right.

• Data-collection without a plan to share the results. As we’re not talking about an email with an indecipherable chart. Plan for DIALOGUE with people. How will you USE and IMPLEMENT what you hear? Otherwise you create false hope and people become more disengaged.

What’s down here sinks your ship

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Business Case for

Culture: One Company’s

Story

Call Center based in Mexico, faced with 200% turnoverand corporate goal to double in size within 2 years.

Challenge: How to create a business case that met senior executive buy-in to invest in the culture.

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Culture Assessment Approach: Keeping it Simple

Telecom company post-merger = 150 employees. Discuss the approach they took to cultural assessment, and the impact on the executive team.

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Awareness: Inspire A Movement

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Where Movements BeginLearning Centered ChangeTop-Down & Bottom-Up

Topics We Cover…• Awareness: Principles for building momentum at different levels:

• VP and up• Director level• Manager/Supervisor • Front lines

• When should culture change? • Effective attention to levels of change / motivation for culture work• Introduction to The Modern Workplace habits + “Learning Centered

Culture” • Alignment – Introduction of 6 crucial steps

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Please Join Us for Culture Builder Academy…

(First Session comes with money-back guarantee)

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