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Sheila L. Margolis, PhD May 26, 2011
Understanding Your Organization’s Culture: Tools to Make HR Practices Strategic Sheila L. Margolis, PhD May 26, 2011
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What Is Valued at Whole Foods Market?
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What Is Valued at Zappos?
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Use Culture to Generate Success
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Tools Agenda Define Core Culture
2. Align HR Practices with Core Culture Tools 5 5
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Manage Culture & Change
American College of Rheumatology The Podiatry Institute St. Jude’s Recovery Center, Inc. Gastrointestinal Specialists of Georgia, PC Southeastern Lung Care 6
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Speak, Teach and Write
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Think About Your Organization…
Choose one value that would enable your company to compete and thrive. 8 8
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Core Culture Interview
Agenda Define Core Culture 2. Align HR Practices with Core Culture Tool: Core Culture Interview 9 9
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Understand Your Core Culture
Vision Strategic Goal Strategic Goal Priorities Core Culture Philosophy Purpose Strategic Goal Strategic Goal 10 10
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Define the Purpose: “Why” Is this Work Important?
Vision Strategic Goal Strategic Goal Why? Purpose Strategic Goal Strategic Goal 11 11
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Support Health, Well-being and Healing
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What Is Your Gift to Society
Through Your Work? 13 13
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Keep the Purpose Brief in Length
We protect the American people 14 14
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Ensure the Purpose Is Broad in Scope
We organize the world’s information 15 15
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Unite Around a Shared Purpose
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Use the Tool: Core Culture Interview: Purpose
1. What is the purpose of your organization? 2. Why is that important? (Ask up to five times.) The Purpose is:______________________ 17 17
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Case Example: Purpose Purpose Options To cultivate relationships
Not at all % A little Moderately Quite a bit Very much Very much + Quite a bit To cultivate relationships 5.3 10.1 22.1 26.9 35.6 62.5 To promote friendships 6.9 9.8 27.5 31.4 24.5 55.9 To be a home away from home 12.7 10.7 18.5 22.9 35.1 58.0 To enhance lives 5.6 6.1 15.0 33.2 40.2 73.4 To make people happy 6.2 5.2 7.1 63.0 81.5
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Define the Philosophy: “How” Is the Organization Unique?
Vision Strategic Goal Strategic Goal Distinctive & Enduring How? Philosophy Purpose Strategic Goal Strategic Goal 19 19
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Live the Southwest Spirit: Herb Kelleher
Vision Strategic Goal Strategic Goal Distinctive & Enduring How? Philosophy Purpose Strategic Goal Strategic Goal 20 20
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Preserve the Purpose and Philosophy
Vision Strategic Goal Strategic Goal Philosophy Organizational Identity Purpose Strategic Goal Strategic Goal 21 21
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Entertain through the Disney Magic
Philosophy Purpose We Make People Happy Imagination 22 22
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Use the Tool: Core Culture Interview: Philosophy
Purpose 3. What prime value is fundamental and distinctive to your company? 4. Describe the founder and the ideals that drove the organization’s founding. 5. What makes your organization feel different from others doing similar work? The Philosophy is:_______________________ 23 23
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Case Example: Philosophy
We Anticipate Needs and Exceed Expectations with a Sense of Urgency. We Consistently deliver Superior Experiences. We pay Attention to Details. We have heartfelt Caring and Respect for all. All of the above is the difference between Good and GREAT! “Club” Standard Philosophy We make people happy Purpose 24
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Define the Priorities: “How” To Compete & Thrive?
Vision Strategic Goal Strategic Goal Strategic How? Priorities Philosophy Purpose Strategic Goal Strategic Goal 25 25
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Decide “How” to Achieve the “What”
Vision Strategic Goal Strategic Goal Priorities Strategic How? Philosophy Purpose Strategic Goal Strategic Goal 26 26
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Manage Smarter
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Improve Collaboration
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Use the Tool: Core Culture Interview: Priorities
Philosophy Purpose 6. What should we focus on and pay attention to? 7. To effectively achieve our strategy, what values should guide how we work? 8. What key values, if followed, would help us compete and thrive? The Priorities are:______________________ 29 29
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Case Example: Priorities
Training & Development Increase employees’ knowledge and skills so they share a common vision and goals, and practice the “Club” Standard in their daily interactions Priorities Teamwork All working together --to make people happy through the “Club” Standard Philosophy Purpose Communication Open, honest, and timely sharing of information— from the top down, from the bottom up, between departments, and between locations 30
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Understand Your Hidden Asset
Vision Strategic Goal Strategic Goal Priorities Core Culture Core Culture Philosophy Purpose Strategic Goal Strategic Goal 31 31
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Use the Tool: Core Culture Interview
Priorities Philosophy Purpose 1. What is the purpose of your organization? 2. Why is that important? (Ask up to five times.) The Purpose is:______________________________ 3. What prime value is fundamental and distinctive to your company? 4. Describe the founder and the ideals that drove the organization’s founding. 5. What makes your organization feel different from others doing similar work? The Philosophy is:____________________________ 6. What should we focus on and pay attention to? 7. To effectively achieve our strategy, what values should guide how we work? 8. What key values, if followed, would help us compete and thrive? The Priorities are:____________________________ 32 32
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Define Your Core Culture
Vision Strategic Goal Strategic Goal Definitions Examples & Stories Priorities Philosophy Core Culture Purpose Strategic Goal Strategic Goal 33 33
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Include Everyone in Defining the Core Culture
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Tool: Internal Practices Alignment Audit Agenda Define Core Culture
2. Align HR Practices with Core Culture Tool: Internal Practices Alignment Audit 35 35
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Align the Five Ps Core Culture Projections Practices
Vision Projections Practices Internal & External Strategic Goal Strategic Goal Priorities Philosophy Core Culture Purpose Strategic Goal Strategic Goal 36 36
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Align Internal Practices with the Core
Vision Projections External Practices Strategic Goal Strategic Goal Internal Practices Priorities Philosophy Purpose Core Culture Strategic Goal Strategic Goal 37 37
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Align Internal Practices with the Core
Structure, Work Design & Systems Recruitment & Selection Training & Development Technology Internal Communications Performance Management 38 38
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Use the Tool: Internal Practices Alignment Audit
Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities
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Audit Structure, Work Design & Systems
To what degree do the following align with the Core Culture… Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities 1. Does the organizational structure support the Core Culture? 2. Do job titles reflect the Core Culture? 3. Does the design of work reinforce the Core Culture? 4. Do systems for doing work align with the Core Culture? 5. Does decision making reflect the Core Culture?
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Align Structure with the Customer Service Culture
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Align Job Titles with the Revolutionary Culture
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Align Work Design with WOW Service
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Change Guidelines to Improve Quality
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Align Systems with Fun and a Little Weirdness
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Encourage Employees to Make Decisions
Be adventurous
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Audit Recruitment & Selection
To what degree do the following align with the Core Culture… Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities 6. Do recruitment materials reflect the Core Culture? 7. Do recruitment practices support the Core Culture? 8. Do you talk about the Core Culture with applicants? 9. Do you model the Core Culture when meeting with applicants? 10. Do you interview for culture fit?
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Align Recruitment Materials with the Disney Culture
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Use Recruitment Practices to Support the Teamwork Culture
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Talk about the Core Culture with Applicants
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Model the Core Culture When Meeting with Applicants
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Interview for Fit with a Culture of Fun and a Little Weirdness
If you could be a superhero, which one would you be?
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Audit Training & Development
To what degree do the following align with the Core Culture… Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities 11. Do you orient new employees to the Core Culture? 12. Do you train new employees in the skills to be able to practice the Core Culture? 13. Do you provide ongoing training to ensure actions meet/ exceed standards for living the Core Culture? 14. Does the way training is conducted model the Core Culture?
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Orient and Train New Employees to Understand and Practice the Core
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Provide Ongoing Training to Ensure Quality Standards
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Ensure Training Models Pixar’s Culture of Collaboration
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Audit Performance Management
To what degree do the following align with the Core Culture… Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities 15. Do employees have standards for performance linked to the Core Culture? 16. Do you hold employees accountable for personal action plans that reinforce the Core Culture? 17. Do you give positive feedback to employees who model the Core Culture? 18. Do you celebrate the achievement of goals that promote the Core Culture?
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Align Performance with the Core
90 Day Action Plan 58 58
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Give Positive Feedback to Employees who Model the Core Culture
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Celebrate the Achievement of Goals that Promote the Core Culture
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Link Bonus Pay to Team Performance
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Audit Internal Communications
To what degree do the following align with the Core Culture… Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities 19. Do you disseminate information about the Core Culture? 20. Does the flow of information align with the Core Culture? 21. Do leaders regularly talk about and demonstrate the Core Culture principles and values? 22. Do meetings reflect the Core Culture?
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Disseminate Information about the Core
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Align Flow of Information with the Core
Ask Anything Employee newsletter
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Talk about and Demonstrate the Core
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Align Meetings with the Core Culture
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Recommendations to Improve Alignment
Audit Technology To what degree do the following align with the Core Culture… Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities 23. Do you use equipment to support the Core Culture? 24. Does your software effectively support the Core Culture? 25. Does your intranet align with the Core Culture?
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Use Technology to Enhance Customer Service
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Align the Intranet with the Core
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Use the Tool: Internal Practices Alignment Audit
Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities
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Use Culture to Generate Success
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Tools Agenda Define Core Culture
2. Align HR Practices with Core Culture Tools 72 72
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Understand Your Core Culture
Vision Strategic Goal Strategic Goal Priorities Core Culture Philosophy Purpose Strategic Goal Strategic Goal 73 73
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Use the Tool: Core Culture Interview
Priorities Philosophy Purpose 1. What is the purpose of your organization? 2. Why is that important? (Ask up to five times.) The Purpose is:______________________________ 3. What prime value is fundamental and distinctive to your company? 4. Describe the founder and the ideals that drove the organization’s founding. 5. What makes your organization feel different from others doing similar work? The Philosophy is:____________________________ 6. What should we focus on and pay attention to? 7. To effectively achieve our strategy, what values should guide how we work? 8. What key values, if followed, would help us compete and thrive? The Priorities are:____________________________ 74 74
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Define Your Core Culture
Vision Strategic Goal Strategic Goal Definitions Examples & Stories Priorities Core Culture Philosophy Purpose Strategic Goal Strategic Goal 75 75
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Include Everyone in Defining the Core Culture
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Use the Tool: Internal Practices Alignment Audit
Degree of Alignment Extremely Extremely Unaligned Aligned Recommendations to Improve Alignment Purpose Philosophy Priorities
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Culture Is Your Distinctive Advantage
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Culture Is the Basis for Your Success
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What Is Valued at Neiman Marcus?
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Build Your Culture of Distinction
For more information: 81 81
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