#BetterDirectors#WebinarWednesdays#BB@9

VALUE = ?

21%Engaged

41%Enrolled

30%Disenchanted

Significantly lower on

all three components of

engagement

High scores on rational

and motivational

components, but low on

emotional

That’s only 1 in 5

Global Workforce Survey

8%Disengaged

Completely

disconnected rationally,

motivationally and

emotionally

Global Results (based on rational, emotional, motivational): Based on a global survey of 90,000 employees in

18 countries and Tower Perrin’s database of 2 million annual responses in 40 countries

3 Critical Culture Rules for Employees

1. People only know what they know

Most companies in almost any industry rely on fresh, new talent – or they just rotate employees between competitors every couple of years.

Your employees bring current behaviours and knowledge of their work life framework to your business, thereby slowly eroding your uniqueness.

3 Critical Culture Rules for Employees

2. What you allow will continue

Most companies’ approach to on-boarding is short “training” programme that deal mostly with rules, regulations and paperwork. They pay very little attention to the unwritten rules relating to the way things get done in this company.

Employees pick up most of the nuances from colleagues who may, or may not, embrace the culture. They use habits to act without considering other options.

3 Critical Culture Rules for Employees

3. People do and choose things by observing others.

Cultures become self-supporting through employees’ default setting of seeing what other do (and get away with) and copying those actions.

In order to change a culture into supporting the business’ goals and objectives, people need something concrete with which to replace old behaviours.

Altitude can kill you!

Purpose in Process

ValuesFilters for decision-making

AchievementConscious & Sub-conscious goals

In order to achieve high standards

of success, you propel yourself

forward towards your goals.

Culture and Dynamics

4 ENGAGEMENT REQUIREMENTS

PERCEIVED

CONTROL

PERCEIVED

PROGRESS

CONNECTEDNES

S

VISION / MEANING

VALUES

Enron, whose leaders went to jail, and which went bankrupt from fraud,

had these values displayed in their lobby:

Integrity

Communication

Respect

Excellence

(These values were not, however, what was really valued at Enron)

Corporate values ‘cushions’ at the reception of Prime Media in Johannesburg. Their 8 values are: Accountability, open communication, interdependence,

do the right thing… always, sustainability, innovation, common purpose and people.

Many companies have nice sounding

value statements displayed in the

lobby, such as:

Integrity

Communication

Respect

Excellence

The actual company values,

as opposed to the

nice-sounding values,

are shown by who gets

rewarded, promoted, or let go

Actual company values are the

behaviors and skills

that are valued

in fellow employees

Innovation

You re-conceptualize issues

to discover practical

solutions to hard problems

You challenge prevailing

assumptions when

warranted, and suggest

better approaches

You create new ideas that

prove useful

You keep us nimble by

minimizing complexity and

finding time to simplify

Honesty

You are known for candor

and directness

You are non-political when

you disagree with others

You only say things about

fellow employees you will

say to their face

You are quick to admit

mistakes

Passion

You inspire others with your

thirst for excellence

You care intensely about

Netflix‘s success

You celebrate wins

You are tenacious

Questions to guide your thinking

•What’s important to us?

•What brought us all together and continues to hold us

together?

•What will help guide us when we are facing a difficult

decision?

•What are the things you like about what we do at

NCBA and how we do it?

•What parts of our company are we proud of?

Questions to guide refining Values

•Is this something we’ll still believe in 5 years? 10 years?

•Is this something that we are willing to hire on?

•Is this something we’re willing to fire on?

•Is this something we can apply to customer relations?

Or internal development? Or product development?

Or all?

The FBN New Corp. Brand Values.

We are In Sync

Working united as one firm we raise our collective game, become an inspiring and trusted partner to clients.

We are Empowered

Free to challenge conventionwe constantly raise the bar, contributing towards intelligent and insightful solutions.

We are Impactful

Doing the right thing, even when nobody is looking.Everyday adding value to ourcolleagues, clients and society.

The Partnership Model

Fee

Glee

ME

See

Flee

We

#BetterDirectors#WebinarWednesdays#BB@9

Q&A Session

#BetterDirectors#WebinarWednesdays#BB@9

Thank you for joining us for today's webinar.

Contact Erik Vermeulen via LinkedIn or ridgeline.global

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