Vision and Culture
Why Culture Trumps Vision
Succeed with Vision and Culture
Culture is the Way We Travel
Vision is the Emerald City
Warm Up Activity “Drawing in the Dark”
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MISSION STATEMENTS “YOUR PURPOSE”
• Mission statements define the fundamental purpose of an organiza?on, succinctly describing why it exists and what it does to achieve its vision
Vision = Defining Success A vision statement focuses on the desired outcome of an organiza4on if it is successful in accomplishing its mission. Vision statements should describe the results of what the organiza4on does and why those results are important.
The most uncommon form of human brilliance is knowing with clarity of purpose what you are trying to accomplish and why
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Making the best possible ice cream, in the nicest possible way”
VALUES STATEMENTS:
“To be the world’s most customer-centric company.”
“To make people happy.”
“Give customers the freshest, highest quality foods you can buy and provide them with friendly service in a sparkling clean environment.” “We inspire, educate and outfit for a lifetime of outdoor adventure and stewardship.”
• Values are the shared beliefs and principles that guide an organization’s employees. • Values drive culture.
“To bring inspiration and innovation to every athlete* in the world. (“If you have a body, you are an athlete.” )
Group Discussion on Values What do you want your organiza?on and your team’s opera?on to be known for? What should you build and stake your reputa?on on?
What “balls” should employees never drop in order to be exceptional? We are uniquely successful because our employees always demonstrate passion and commitment to: 1. 2. 3. 4. 5.
______________ ______________ ______________ ______________ ______________
Focus Your Vision
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Keep it Simple
Single Most Important Goal
Single Most Important Goal
Single Most Important Goal
We create happiness
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Every organization knows WHAT they do
Very few organiza?ons can clearly ar?culate WHY they do WHAT they do • Why is your purpose, cause or belief that makes a difference?
Apples’ What and How
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Importance of Culture
Culture Starts at the Top
“Culture is the soul of the organiza?on — the beliefs and values, and how they are manifested…. Culture is the soul that holds the thing together and gives it life force.”
Henry Mintzberg
Culture Starts at the Top
Culture’s Overall Function • Culture is the social glue that helps hold an organiza?on together by providing appropriate standards for what employees should say and how they should act.
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Culture is to recrui?ng as product is to marke?ng • Customers are more easily aTracted with a great product. • Talent is more easily aTracted with a great culture. • A great culture helps people deliver their best work.
Crea?ng Corporate Culture 1. The Founder and/or Leader’s behavior acts as a role model 2. Employees hire employees with same thinking a values 3. They indoctrinate and socialize employees with organiza?on’s thinking & values
Key Characteris?cs of Good Culture • • • • • • •
Innova?on & Risk Taking ATen?on to Detail Outcome Orienta?on People Orienta?on Teamwork Aggressive & Progressive Stability & Consistency
Importance of Organiza?onal Culture • • • • • •
Talent aTractor & retainer Engages people Creates energy and success Creates synergy & teamwork Changes the view of “work” Makes everyone more successful
Three Forces in Sustaining Culture 1. Selec?on prac?ces 2. Ac?ons of top management 3. Training and socializa?on
People Embody Culture In your organiza?on…. • Who gets promoted & why? • What behaviors get rewarded? • What behaviors get sanc?oned? • Who fits in? Who doesn’t?
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What’s Your Culture? • Around your organiza?on, what’s understood by everyone to be really important?
Lessons from Case Studies
10 Things We Know to be True 1. 2. 3. 4. 5.
Focus on the user and all else will follow. It’s best to do one thing really, really well. Fast is better than slow. Democracy on the web works. You don’t need to be at your desk to need an answer.
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10 Things We Know to be True 6. You can make money without doing evil. 7. There’s always more information out there. 8. The need for information crosses all borders. 9. You can be serious without a suit. 10. Great just isn’t good enough.
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10 Ways to Think Different Inside Apple’s Cult-Like Culture 1. Empower employees to make a difference 2. Value what’s important, not minutiae 3. Love and cherish the innovators 4. Do everything important internally 5. Get marketing
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10 Ways to Think Different Inside Apple’s Cult-Like Culture 6. Control the message 7. Little things make a big difference 8. Don’t make people do things, make them better at doing things 9. When you find something that works, keep doing it. 10. Think different
Disney’s Vision & Culture
Disney Culture You can dream, create, design and build the best, the most wonderful place on earth, but it requires people to make that dream a reality.
Together as one team, we embrace the values that make The Walt Disney Company an extraordinary place to work: InnovaGon • We are commiTed to a tradi?on of innova?on and technology.
Each of our companies has a unique ability to harness the imagina?on in a way that inspires others, improves lives across the world and brings hope, laughter and smiles to those who need it most.
Quality
• We strive to set a high standard of excellence. • We maintain high-quality standards across all product categories.
Community
• We create posi?ve and inclusive ideas about families. • We provide entertainment experiences for all genera?ons to share.
Together as one team, we embrace the values that make The Walt Disney Company an extraordinary place to work: Storytelling
• Timeless and engaging stories delight and inspire.
OpGmism
• At The Walt Disney Company, entertainment is about hope, aspira?on and posi?ve outcomes.
Decency
• We honor and respect the trust people place in us. • Our fun is about laughing at our experiences and ourselves
What can we learn from the Disney culture? 1. Everyone knows their role 2. Values are not negoGable 3. They genuinely recognize and develop their people. “We don’t put people in Disney, we put Disney in people”
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Build Your Culture Customer Responsive
Learners
Teachers
Innovative & Creative
Doers
Write it Down • We are a passionate team of learners, doers and teachers always striving to get better. • We are innovative, creative & progressive in how we work and serve the community. • We listen and are responsive to our residents and customers so that we always do the right things in the right way.
Paired Discussion 1. Write down a short vision statement for your agency/team that includes why, how and what. 2. Write down 3 goals, beliefs or values to build your organiza?on’s culture around. 3. List and discuss 2 things you can do in the next month to strengthen your agency’s vision and culture.
Grade Your Culture 6. We recognize excellent performances from our people at all levels in simple, but meaningful ways 7. We have a culture where we look for ways to catch our people doing the right thing. 8. We go looking for bad news and ways to improve in a posi?ve way. 9. We make it easy for our staff to make sugges?ons to innovate and improve our organiza?on. 10. Everyone at all levels knows that their work maTers and that they maTer.
Grade Your Culture 1. Everyone in our organiza?on know the requirements of their job and the importance of their role. 2. Everyone knows what they do that adds value to the customer and our business. 3. There an internal culture that is easily recognizable and memorable. 4. Every employee understands the non-nego?ables in our organiza?on that lead to success? 5. Shared values are rigorously enforced to protect our brand.
Ques?ons & Feedback
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Contact Informa?on Michael T. Shellito Shellito Training and Consul?ng 6655 Wells Avenue Loomis, CA 9565- C: 916-768-9172 Email:
[email protected]
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