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Similar a newsgator - grover 050613 FINAL II
Similar a newsgator - grover 050613 FINAL II (20)
newsgator - grover 050613 FINAL II
- 1. Deliver A High Performance Workplace with NewsGator WHY CULTURE MATTERS ….....and Leaderships’ Responsibility to Deliver on the Culture Promise
- 2. Deliver A High Performance Workplace with NewsGator WHY CULTURE MATTERS • Company Culture is to TALENTED employees as Brand is to POTENTIAL consumers.
- 3. Deliver A High Performance Workplace with NewsGator WHY CULTURE MATTERS 1. Differentiator – your competitive advantage - How you do business – what you’re about – what’s important – what you stand for 2. Talented people (like consumers with cash) want to belong to a company that has the same values 3. Identifying, documenting, aligning the Culture that attracts & retains the type of talent that will help the business win Culture builds the foundation of team work and defines how people will work together as a team to be more than a collection of talented individuals
- 4. Deliver A High Performance Workplace with NewsGator CULTURE DRIVERS CULTURE Values Leadership Work Environment Behaviors Practices/ Processes People Programs Communication
- 5. Deliver A High Performance Workplace with NewsGator LEADERSHIPS’ RESPONSIBILITY • Deliver everyday on the Culture Promise (like brands must deliver on the product promise) • Culture Advocates & Caretakers – in how you behave, communicate, and take care of business • People generally “follow the leader” and that’s YOU • HR’s role is to deliver to leaders the tools, processes and coaching to help drive the culture
- 6. Deliver A High Performance Workplace with NewsGator •Hard Charging Innovation •Teamwork / Collaboration •Integrity & Fairness •Passion for the Business •Business Acumen •Self Development •Build Strong Relationships •Commitment To Quality •Technical / Functional Expertise •Drive for Results •Entrepreneurial Sprit •Make Others Better •Selling Engine •Launch Disruptive Products •Community On-Boarding •3 Phase Marketing Model •Leadership As Coaching •Investments Not Expenses •Speed & Passion •Act In a Way That’s Best For The Business •Closeness To Consumer •Face The Brutal Facts •Closeness To Customer •Celebrate Success Objective: Make Money and Have Fun! •Intellectual Property •Business Team Freedom •Private Ownership •First to Market •Fast Adapting
Notas del editor
- First of all – THANKS FOR HAVING ME IN! I truly appreciate it! What’s so exciting about working here for a People Guy is that you promise to “Deliver A High Performance Workplace” for your customers - whoever your Chief People Officer is should be making this place the “GOLD STANDARD” in workplaces for your customers to model!! Lets start by defining what “CULTURE” is (ask group to define it……) – every group has one, your golf club, tennis team, kid’s class room, NBA Basketball team – what is it? Dictionary.com defines it as “The behaviors and beliefs characteristic of a particular social group”. Do you believe CULTURE is important to a company? Why? What’s the NewGator Culture like? Is that what you want it to be like? Maybe more “entrepreneurial”, more “start up sprit”, maybe more “accountability focused”, maybe function more like a “team” than just a collection of talented individuals? I believe defining and growing the right CULTURE for business success is the foundation for all great people strategies and programs and in turn, the foundation of all great companies (at least the ones I’ve worked in) Good LEADERSHIP makes the CULTURE come to life!
- Think about brands that you want to be a part of – name some? Why do you buy these brands – be a part of them – what do they stand for to you? Like consumers, talented employees can choose where they want to belong – many want to be part of something bigger than they are and their company says something about them This is important to get the BEST talent as the Best team wins! So, you want the BEST!! Right?
- Obviously building the right culture that’ll drive your business is paramount and Blending it with business metrics and the business plan is key.
- There are many drivers of the culture Are there others you can think of? I think the biggest one is LEADERSHIP, lets focus on why that is…….(next slide)
- What is LEADERSHIP? Anybody? Mike Greenberg (from Mike & Mike in the Morning) defines it as: “The ability to get a bunch of diverse people to do something they don’t want to do”. In our case here, it could be defined as the ability to deliver on the CULTURE promise everyday through words and actions – be the ultimate advocate for the company and the culture! Thoughts? So, the next question is “HOW do you go about defining and developing the right culture to drive the business and then how do you immerse the organization in that culture and get it to lead to business success”. That’s where whoever your Chief People Officer is had better be able to specifically lay out that road map for you because it’s paramount to business success and how can you promise to “Deliver A High Performance Workplace” to your customers if you don’t have one yourself?!?!
- Here’s a start……….the CULTURE MAP (this is the one we developed to grow OGI company value 650% in 4 years) Leadership and some very high performing key employees begin to define VALUES, FUNDAMENTALS and PRACTICES that drive success at the company – these are all then defined behaviorally on a what I call “Performance Matrix” – so that you know it when you see it. These become the foundation for TALENT ATTRACTION (right people), PERFORMANCE MANAGEMENT (right people in the right seat), COMPENSATION & BENEFITS, MANAGEMENT & EMPLOYEE DEVELOPMENT, SUCCESSION PLANNING, and COMMUNICATIONS. So, THE RIGHT CULTURE WITH THE RIGHT LEADERSHIP!!! Any additional questions? Thanks so much for having me here today – I really enjoyed working with all of you!