1

Creating a Culture of Excellence

Al LopusJune 2011

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BAD CULTURE EATS GOOD STRATEGY FOR LUNCH…

Proposition:

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Toxic Culture

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Toxic Culture

Leadership Introduces New Strategy

Leadership Introduces New

Strategy

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What’s left?

Toxic Culture

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What’s left of the Strategic Initiative?

Toxic Culture New Strategy

BAD CULTURE EATS GOOD STRATEGY FOR LUNCH…

75.0070.0065.0060.0055.0050.00

Engage

1.50

1.00

0.50

0.00

Rev

Gro

wth

R Sq Linear = 0.169

Employee Engagement Is Linked to Ministry Growth

Staff Engagement Levels

Engagement & Turnover

Engaged DisengagedStronglyAgreeAgree

Neutral

Disagree

StronglyDisagree

Neutral

I would prefer to remain with my organization even if a comparable job at higher pay were available.

47.9% 42.6% 9.5%

The Great Workplace. Copyright © 2011 by Great Place to Work® Institute, Inc. All Rights Reserved. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com.

DEFINING A GREAT PLACE TO WORK®

The Great Workplace. Copyright © 2011 by Great Place to Work® Institute, Inc. All Rights Reserved. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com.

The 100 Best Companies to Work for in America by Robert Levering and Milton Moskowitz (1984, 1994)

A Great Place to Work– What Makes Some Employers So Good (and Most So Bad) by Robert Levering (1988)

FORTUNE 100 Best Companies to Work For® Annual List (1998)

GENESIS OF AN IDEA

The Great Workplace. Copyright © 2011 by Great Place to Work® Institute, Inc. All Rights Reserved. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com.

DIMENSIONS OF A GREAT PLACE TO WORK®

Communication: Communications are open and accessibleCompetence: Competence in coordinating human and material resources

Integrity: Integrity in carrying out vision with consistency

Support: Supporting professional development and showing appreciationCollaborating: Collaboration with employees in relevant decisions

Caring: Caring for employees as individuals with personal lives

Equity: Balanced treatment for all in terms of rewardsImpartiality: Absence of favoritism in hiring and promotions

Justice: Lack of discrimination and process for appeals

Personal Job: In personal job, individual contributionsTeam: In work produced by one’s team or work group

Company: In the organization’s products and standing in the community

Intimacy: Ability to be oneselfHospitality: Socially friendly and welcoming atmosphere

Community: Sense of “family” or “team”

TR

US

T

100 Best Annualized Returns

Annualized Returns 1998-2009

100 Best Reset Annually

100 Best Buy & Hold

S & P 500 Russell 30000.0%

2.0%

4.0%

6.0%

8.0%

10.0%

12.0%

10.3%

6.4%

2.9% 3.3%

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The Best Christian workplaces Model

Ministry Value Chain:“Healthy Ministries Tend to Be Fruitful Ministries”

Source: Harvard Business Review: Putting the Service-Value Chain to Work. Heskett, Jones, Loveman, Sasser and Schlesinger. March-April, 1994 Adapted for Christian Ministries by BCWI

Staff Engagement

Staff Retention

Staff Productivity

Ministry Value

Customer & Supporter Satisfaction

Customer & Supporter Loyalty

Growth

Effectiveness

A Compelling Place to Work

A Compelling Place to Receive Ministry

A Compelling Place to Give

The Next Question: What Factors Influence

Engagement?

Employee Engagement

Employee Retention

Employee Productivity

Ministry Value

Customer & Supporter Satisfaction

Customer & Supporter Loyalty

Growth

Effectiveness

Factor 2

Factor 3

Factor 4

Factor 5

Factor 1

Ministry Value Chain:

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Research in Christian Workplaces

• 470+ unique Christian ministries surveyed• 100,000+ staff respondents over last 9

years• Research by SPU’s Doctoral Program in

Industrial/Organizational Psychology (Drs. Rob McKenna & Tanya Boyd)

• 58 Question Staff Questionnaire

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Representative Organizations

• KSBJ, Houston• KCMS, Seattle• EMF/ K Love• Back to the Bible• American Bible

Society• Heartland Church,

Rockford, IL• LifeChurch.tv• Indiana Wesleyan U

• Tyndale House• InterVarsity Press• CRISTA, Seattle• Denver Rescue

Mission• ELIC• Joni and Friends• MOPS International• ADF• Upward Sports

Compensation

5 C’s of Christian Leadership

Climate for Action

Christian Character

Ministry Value Chain:

Employee Engagement

Employee Retention

Employee Productivity

Ministry Value

Customer & Supporter Satisfaction

Customer & Supporter Loyalty

Growth

Effectiveness

Competence

Commitment To Growth

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Christian Character

What does the Lord require of you?To act justly and to love mercy and to walk humbly with your

God Micah 6:8

• Faithful leadership exhibits the Fruit of Holy Spirit, puts Christ first, has integrity, demonstrates compassion

• High trust between leadership and staff

• Christian witness –by reflecting Christ to the World

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Competence

• Management excellence – stewardship of human and financial resources

• Alignment- Mission, vision, values strategy and goals aligned

• Results – the ability to deliver results

• Healthy relationships with stakeholders

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Commitment to Grow

• Supervisory intimacy – supervisors care for employees as people, and can solve work related problems.

• Mentoring- development is encouraged by a mentor

• Community- Christian community experienced with co-workers

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Communication for Action

• Active collaboration- seeking and acting on suggestions

• Inclusive transparency-involving employees in decisions and openly explaining reasons behind decisions

• Innovative focus- encouraged to experiment

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Compensation

• Recognition for top performers• Fairness in the levels and treatment

of rewards and benefits

For the worker is worthy of his wages. Luke 10:7

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Four Levels of Health

Toxic

• Highly Political

• Stifled• Closed• Direction?• No trust• Fear• Autocratic

leadership• Low staff

engagement• Dishonesty

Limited

Health

• Compliance fostered

• Outlook uncertain

• Limited risk -taking

• Valued for performance

• Negatively paternalistic

• Limited action• Poor fit

Healthy

• Staff feel encouraged

• Healthy relationships

• Shared leadership

• Authentic, accountable

• Trust levels high

• Positive outlook

Pioneering

• People first• High trust• Highly authentic

& accountable• Collaborative

teams• Dynamic &

effective leadership

• Very positive outlook

• Risk-taking innovation

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Culture Overall

Toxic

Limited Health Healthy

Pioneering

MinistryReach

RevenueGrowth

Goal Achievement

Actual• Ee Perception

Ministry Perspective

Customer / Donor

Internal Business Processes

Learning and Growth

BCWI Ministry Scorecard Dashboard

Mission Growth

MinistryEfficiency

Comp $Effectiveness

Mission Efficiency

Donor Retention

DonorGrowth

CustomerRetention

CustomerRating

EmployeeRating

Customer SatisfactionDonors

EmployeeSatisfaction

Employee Retention &

Absence

Employee Engagement

EmployeeFit

Peer toPeer

TopDown

BottomUp

Communication Effectiveness

CompensationClimate for

ActionChristianCulture

Capability &Competence

CommitmentFor Learning

& Training Investment

5 C’s of Christian Management

Talent Management Effectiveness

DonorROI

“The 4-D” Cycle - Organizational Change Approach (Appreciative

Inquiry)

1. DiscoveryWhat gives life?

Appreciating

1. DiscoveryWhat gives life?

Appreciating

PositiveChange Topic

2. DreamWhat might be?Envision Impact

2. DreamWhat might be?Envision Impact

4. DestinyHow to empower, learn

& improve?Sustaining

4. DestinyHow to empower, learn

& improve?Sustaining

3. DesignWhat should be-the ideal?

Construct Together

3. DesignWhat should be-the ideal?

Construct Together

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Prayer

That Christian organizations set the standard as the best, most

effective workplaces in the world.”