CREATING A HEALTHY ORGANIZATIONAL CULTUREUnleash the power of your most valuable asset…

Your Employees!

SCOTT LUNDY, CEO

•Organizations spend 95% of their time focusing on being a smart organization

•Organizational Health is the multiplier of Intelligence!

•Focusing on being smarter as an organization is more comfortable and tangible

•Focusing on the Health of the organization is a longer process, and much more challenging

VSSMARTORGANIZATIONS

HEALTHYORGANIZATIONS

CHALLENGES/BARRIERSTO ORGANIZATIONAL HEALTH

•High turnover in non-profits

• Intense regulation, processes, and red tape

•Most social service organizations are not adept at accountability

•Staffing challenges and long onboarding process

•Staff wear lots of hats and have significant workloads

•Low pay, especially for entry level/front line staff

•They’re overworked – The main reason top performers quit. We give them extra work because they are top performers!

•They’re not being challenged – There are processes at work where they are not able to use their creativity and innovation is unstimulating

REASONS YOUR BESTEMPLOYEES QUIT(FORBES - 11/2018)

•They’re being stifled – Supervisors are dictating how a specific task needs to be done and accomplished

•They’re not growing - They aren’t given opportunities to expand their skillsets and develop

REASONS YOUR BESTEMPLOYEES QUIT(FORBES - 11/2018)

•They’re not recognized or appreciated - Top performers are often taking on more high-stakes work without acknowledgement!

•They’re not compensated fairly - This can be more than money, so it’s important to think about other factors that may add value to the employee - mentoring, bonus vacation days, flexible schedule, etc.

REASONS YOUR BESTEMPLOYEES QUIT(FORBES - 11/2018)

THE ADVANTAGETEAMWORK MODEL

•Building Trust - Team members who trust one another are comfortable being open to one another about their failures, weaknesses, and fears

•Mastering Conflict - When trust is present, teams are able to engage in unfiltered ideological debate around ideas, issues, and decisions that must be made

•Achieving Commitment - The ability to engage in conflict and provide input enables team members to “buy-in” or commit to decisions

•Embracing Accountability - After commitment is established, team members must be willing to hold one another accountable and remind each other when actions are counterproductive to the team.

•Focusing on Results - Collective team results must supersede any departmental or personal objectives or pursuits.

THE ADVANTAGETEAMWORK MODEL

SO HOW IS ARROW GOING

TO CHANGE CULTURE?

•Knowing what we do makes the world a better place. It not only makes an immediate difference in the life of a child, but it makes a much longer-term difference in society and with humanity.

• Everyone works towards a shared goal. Goal sharing means “buy-in” and commitment.

•Organizational values guide all plans, decisions, and actions.

•Values are CORE and guide all plans, decisions, and actions

•Goals are set annually and values are lived!

•Values are the REAL BOSS

•Values have to be authentic and can’t be hollow

•Values have to be followed by the staff and leadership, in all that we do

• Leaders identify the playing field and ensures territory is clearly marked

•Goals and Values determine the playing field and rules of the game

• Leaders decide what position team members play on the field

• Leaders then have to get off the field and let the team members move the ball!

• Thoughts, feelings, needs, and dreams are respected, listened to, and acted upon

• Team members aren’t empowered unless the rest of the organization supports them

•Value individuals as persons and important members of the team

• Information is the gatekeeper to power! Give full open access to information!

• Team members have to be challenged! Unchallenging work is demeaning

•Outcome goals should be within team's capacity and skills

•Gung Ho requires people to stretch! Team members need to bring their “A” game

• Stretching teams will help them grow and develop in uncharted territory

• Encouragement needs to be Timely

• Encouragement needs to be Responsive

• Encouragement needs to be Unconditional

• Encouragement needs to be Enthusiastic

• Encouragement in other words needs to be TRUE

•Cheer the progress and not just the results!

• Football games aren’t quiet until the end. Fans cheer progress!

• Be a coach…not a police officer

• Encouragement needs to be part of a team’s DNA. It needs to be elevated so organizational leadership can join in on the “honking”!

https://medium.com/@checkli/why-employees-quit-20-

stats-employers-need-to-know-b921c253f767

Why Employees Quit: 20 Stats Employers Need to Know

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