1. Facilitator
Tonya Leary is the President & Founder of T.S. Leary & Associates, a national executive
search and placement and training solutions company located in Hagerstown, Maryland..

3. "All organizations say routinely 'People are our
greatest asset'. Yet few practice what they
preach, let alone truly believe it." (Drucker 1995
p77)

4.  Participants will identify (3) company's core values
and (3) leader behaviors that create culture.
 Participants will learn how to assess the true culture
of their company ; the personality and the identity of
their organization (Culture survey sample)
 Participants will identify (3) strategies they can
implement to create, sustain and improve a culture
that fuel the achievement of business results, while
increasing employee engagement, productivity, and
discretionary effort.

5. Your company's values, drives leaders behaviors
and creates your culture. Culture drives
employee engagement, productivity and
discretionary effort drives business results.

6.  Accountability- Responsibility of our actions that influence the lives of our customers and
fellow workers.
 Balance- Maintaining Healthy life and work balance for workers.
 Collaboration-Collaborating within and outside the company to give the best.
 Commitment-Commitment to roll great product, service and other initiatives that impact
lives both within and outside the organization.
 Community- A sense of responsibility and contribution to society that define our existence.
 Consistency-Be consistent in offering the best for wonderful experience.
 Diversity- Respecting the diversity and giving the best of the composition.
 Efficiency- Being efficient and effective in our approach to give best solution each time.
 Empowerment- Empowering the employees to take initiative and give the best.
 Fun- Having fun and celebrating small successes in our journey to achieve big.
 Innovation- To come out with new creative ideas that have the potential to change the world.
 Integrity-To act with honesty and integrity without compromising the truth.
 Leadership- The courage to lead from front and shape future.
 Ownership- Taking ownership of the company and customer success.
 Passion-Putting the heart and mind in the work to get the best.
 Quality-Giving the best and unmatched results for all round satisfaction.
 Respect-Giving due respect to self and others and maintain the environment of team work
and growth. Risk Taking- Encouraging self and others to take risk for a bright future.
 Safety- Ensuring the safety of people and making sure to give them trouble free experience.
 Service Excellence- Giving the best and world class service and achieving excellence each
passing day.

7.  We give back to our communities
◦ Translation: We look after the locals.
 We grow our business profitably
◦ Translation: Sure we're here to make dollars, but that's what keeps
85,000 of us in a job.
 We believe in the McDonald's System
◦ Translation: You, the person that runs your restaurant, and the
guy that delivers the buns are all equally important
 We strive continually to improve
◦ Translation: We want to take pole position in every race
 We operate our business ethically
◦ Translation: We give everyone a fair go, and tell it like it is
 We place the customer experience at the core of all we do
◦ Translation: We treat every customer like a celebrity
 We are committed to our people
◦ Translation: McDonald’s cares about you

8.  Our vision is supported by our core values:
C.A.R.E.
 Customers--Value every customer.
Associates--Support them as valuable
resources.
 Real Communications--share information
with people when they need it.
 Execution--achieve our business goals.

9. 1) We want to work with great people
•We hire great people and expect a lot from them
•We create an environment where people can flourish and grow
•We treat people with fairness and respect
•We challenge each other’s ideas openly
•We value diversity in people and ideas
Core Values •We are a quantitative company that uses data to make decisions
2) Technology innovation is our lifeblood
•Build the world’s best technology and products
•We apply technology and creativity to solve important problems
3) Working at Google is fun
•We expect our people to know and enjoy each other
•We have a challenging/energetic work environment
•We celebrate our successes and each other’s accomplishments – both professional
and personal
4) Be actively involved; you are Google
•Honor commitments
•We openly communicate and trust you with a great deal of information and we expect you
to honor our confidentiality
•Understand when you are representing Google and act appropriately
5) Don’t take success for granted
•Think and act like an underdog
•Be humble with success; don’t be arrogant
•Be scrappy and resourceful
6) Do the right thing; don’t be evil
•Honesty and integrity in all we do
•Our business practices are beyond reproach
•We make money by doing good things
7) Earn customer and user loyalty and respect every day
•Create, enhance and maintain great products and services
Sustainable long-term growth and profitability are key to our success
•Think scale and efficiency
•Every dollar is yours
•Do things that matter
9) Google cares about and supports the communities where we work and live
•We encourage and enable our people to support local community involvement and
expect them to participate
10) We aspire to improve and change the world
•Aim high; think BIG, take risks
•A healthy disregard for the impossible

10. 1. Being a Role Model for Integrity & 13. Driving for Results
Ethics 14. Managing & Evaluating
2. Demonstrating Optimism & Positive Performance
Energy 15. Coaching & Developing Talent
3. Learning the Business 16. Managing Complexity & Ambiguity
4. Establishing a Vision & Mission 17. Managing Your Time
5. Setting Strategy & Priorities 18. Evaluating Risk
6. Hiring Great Talent 19. Resolving Conflict
7. Creating a Culture of Customer 20. Driving Innovation
Focus 21. Influencing Others
8. Building High Performance Teams 22. Collaborating Across the
9. Motivating & Inspiring Others Organization
10. Delegating & Empowering 23. Demonstrating Passion for Your
11. Listening Work
12. Communicating 24. Being a Champion for Work/Life
Balance
25. Keeping Things in Perspective
(Humility & Gratitude


13.  Lack of Career Development Opportunities
 Poor Work Climate
 Lack of Challenging Work
 Direction of the Organization
 Lack of Recognition

14.  My manager doesn’t relate well to direct reports, peers or upper
management.
 Yelling, making threats or losing your temper in a business
situation
 Cross-departmental communication and involvement is
discouraged. Best practices are not shared to improve processes.
 Disclosure of privacy except for necessary legitimate purposes
(HIPPA, FMLA/ WC/ ADA/GINA)
 Engaging in or condoning inappropriate conversation or behavior
 Denying a requested reasonable accommodation of an
applicant’s or employee’s sincerely held religious beliefs or
practices
 Hostility /Alienation
 Inconsistent treatment of employees
 Lack of intervention from management when conflict occurs
between team members
 Employee resign due to issues not addressed
 Not providing equal access to training and career development
 Retention of an employee who engages in misconduct that poses
a threat to others during and after work hours.
 Defamation - Injuring someone’s reputation by making false or
malicious statements
14

15.  Increased Absenteeism
 Raising voice frequently
 Depression
 Lack of motivation
 Shutting down
 Becoming distant and keeping their concerns to themselves
 Silence
 A decline in employee performance
 Responses from private employee surveys
 Communication between management and employees

16.  Make Managers Accountable
 Increase Engagement – Connect as a Manager
 Capture Discretionary Effort
 Maintain Employee Productivity, Loyalty, and
Confidence While Undergoing Major Change –
Acquisitions /Mergers

17. Measure and Train
Smart Goals
Educating Managers
Removing Barriers
Peer Learning
Caring Environment
Incentives Tied to Metrics
Constant Review
Have Fun

18.  Managers are held accountable through
metrics as well as informal data, feedback,
and information, including turnover.
 Engagement rises when managers take time
to interact with workers

19.  Be approachable
 Be accessible - Make it easy for direct
reports to keep in contact with you
 Open door policy – be available
 Manage by walking around or consider
being closer to their work area
 Show sincere interest
 Invite direct reports to discuss concerns,
ideas, recommendations
 Recognize when it’s time to get out of the
way and let employees do great work

19

20.  Offering YOURSELF as a person
 Offering your TIME with a regular
Take 10 Check-In
 Offering your APPRECIATION by
letting them know

21.  How are you doing?
 How is the team doing?
 How can I help?

22.  Create clear expectations
 Connect people to a larger picture
 Create improvement opportunities
 Encourage social networks at work
 Make people feel important

23.  1. Understanding culture comes first.
 2. Employee participation is key.
 3. Defining culture requires getting to the core..
 4. Constantly communicate the core culture.
 5. Live the core culture principles.
 6. Everyone must be a culture manager.
 7. A workplace should be the right place.

24. Productivity & Performance
Profitability
Turnover
Absenteeism
Employee Fraud
Customer Satisfaction & Loyalty
Quality Defects
Safety Compliance
Employee Satisfaction
Physical & Psychological Well-Being

25.  Respect For People
We believe that people are our most valuable
asset and will always do the right thing in our
dealings and interactions with all employees.
25

26.  Participants will identify (3) company's core values
and (3) leader behaviors that create culture.
 Participants will learn how to assess the true culture
of their company ; the personality and the identity of
their organization (Culture survey sample)
 Participants will identify (3) strategies they can
implement to create, sustain and improve a culture
that fuel the achievement of business results, while
increasing employee engagement, productivity, and
discretionary effort.

28. ◦ Leader Behavior Checklist –The Leader Behavior Checklist is a self-
improvement tool to help people in leadership positions recognize
and improve critical behaviors that are known to be effective in
setting direction and inspiring others in an organization.
◦ http://www.collegiateproject.com/articles/Leader%20Behavior%20
Checklist.pdf
◦ Workplace Culture Assessment Tools /Culture Survey Sample