Culture Snapshot:Because Culture Makes or Breaks New Leaders

1

Culture Snapshot: Mitigating Risk for New Leaders

Transitions are risky. New Leaders:

Need to drive results in complex situations, with near-immediate impact.

Face serious consequences if they don’t understand their new operation.

Must reconcile the many sets of expectations for their performance.

Culture Snapshot decreases risk by giving an early view into their new reality:

Identifies operational issues that thwart performance.

Reveals gaps in expectations about the operation.

Identifies root causes and offers high-impact Levers for Change.

2

Culture Snapshot: What It Is

Culture Snapshot measures operational effectiveness early in a New Leader’s role.

Snapshot gives the New Leader the information they need, in living color, when they need it: Overview and easy-to-understand results

Ways to share findings with their team, and build accountability

Levers for Change, a tool for specific, high-impact action

Snapshot surveys up to 35 key stakeholders from 6 rater groups: New Leader

Hiring Manager(s)

Peers (including HR Partner)

3

Direct Reports

Skip-Level Reports (Reports to Direct Reports)

Other Stakeholders

Adaptability

Pattern..Trends.. Market

“Are we listeningto the marketplace?”

Mission

Direction..Purpose..Blueprint

“Do we know where we are going?”

Involvement

Commitment ... Ownership … Responsibility

“Are our people alignedand engaged?“

Consistency

Systems…Structures… Processes

“Does our systemcreate leverage?”

The Denison Model links organizational culture to performance metrics through the four traits of Mission, Adaptability, Involvement and Consistency. In reading the results, “More Color is Better”.

A Quick Overview:Denison Organizational Culture Model

4

Overview: Flexible and Stable

FlexibleAdaptability + Involvement

A flexible organization has the ability to change in response to the environment. It is a requirement for effective innovation.

StableMission + Consistency

A stable orientation helps the organization remain focused and predictable over time. It is how we have been “Built to Last”.

5

Overview: External Focus and Internal Focus

External FocusAdaptability + Mission

Provides us a shared sense of direction and the ability to be customer-relevant. This makes healthy growth possible

Internal FocusInvolvement + Consistency

Enables the internal integration of systems, structures, and processes. Leads to higher employee engagement and performance (ROI, ROE, etc)

6

Culture Snapshot: Converting Data to Performance

Levers for Change map results onto causes of low scores, and provide multiple options for action. The New Leader becomes very focused on the right performance drivers.

7

ConsistencyQuadrant Survey

Item

What a Low Score May Mean

Potential Levers for Change

Coordination and Integration (cont’d)

2. It is easy to coordinate projectsacross different parts of the organization

Each area of the organization has their own way of operating, and has difficulty making adjustments for other areas.

The dominant areas/functions do not compromise or collaborate effectively on issues and/or projects.

We are geographically dispersed, and may have native culturally-defined ways of teaming.

Goals and objectives are not aligned across different parts of the organization.

When creating cross-functional teams, communicate that a common purpose is to create operating consistency across units. Require that cross-functional “ease of movement” be one measure of success.

Implement tools such as RACI charts that create role clarity and accountability for deliverables and actions. Hold everyone equally accountable for the outcomes and deliverables, allowing no excuse-making or finger-pointing.

Work with the team to identify potential cultural differences in teaming approaches. Explore virtual collaboration tools that encourage continuous, rather than sequential collaboration and teaming.

Create and implement structure, routine and systems that support aligning goals and objectives across the organization.

Culture Snapshot: Resources

Your HR Partner can tell you more

To learn more about Culture Snapshotvisit http://www.leaderonboarding.com/17286.cfm

If you have specific additional questions about CultureSnapshot, call Leader OnBoarding at 877.733.7310

8