Build a Culture of Ownership

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You build a Culture of Ownership on a Foundation of Values.
  

As Kouzes and Posner document in their work, the more clear someone is about his or her values, the more certainly they will embrace the values and mission of their organization.  Values Coach will guide you through 8 steps over an 18 month period of time that ultimately builds foundations of ownership, promotes a positive and productive environment, helps retain and recruit great people, and creates a sustainable, competitive advantage by capitalizing on the organization’s Invisible Architecture™.  


Step 1:  We begin with the Values Coach Culture Assessment Survey; this helps us have a better appreciation of the organization and allows us to make the onsite presentations more relevant to participants.  This step allows one or more conference calls with the leadership team.


Step 2:  Highly recommended is to take the Florence Challenge – give every employee a copy of The Florence Prescription: From Accountability to Ownership book to help begin fostering an organizational culture that is EmotionallyPositive, Self-Empowered, and Fully Engaged.  Details and free resources are can be found at www.theflorencechallenge.com.


pickles_grStep 3:  A Values Coach representative will be onsite for 3 days for the CultureChange Event which will focus on having every participant appreciate the personal benefit of being part of a more positive and productive culture of ownership and sharing practical tools and skills to help people to be more positive and productive themselves, both personally and professionally.

  • Day 1:  Management retreat on creating a Cultural Blueprint for your
    Invisible Architecture™.  This would be a full day interactive session committed to sparking a dialog about your Invisible Architecture of core values, organizational culture, and workplace attitude, with a special focus on how to more effectively use these for recruiting and retaining great people, inspiring great performance, and establishing a sustainable source of competitive advantage.  Every participant receives a copy of the CulturalBlueprinting Toolkit Workbook and six one-hour webinars on each chapter of the Cultural Blueprinting Toolkit Workbook.
  • Day 2-3:  A series of 90-minute all-employee presentations summarizing results of Culture Assessment Survey, describing essential characteristics of a culture of ownership, and sharing values-based life and leadership skills.  These presentations are both practical and inspirational and in many cases people make incredible life changes as a result.  
  • You will receive a follow-up report with observations and recommendations for further action, and have a summation conference call scheduled.
  • Optional:  We can also schedule special sessions for your medical staff (highly recommended), board, volunteers and auxiliary, or other appropriate groups.
  • Evening Dinner:  Dinner with the appropriate group from the leadership team on the evening prior to the event to review goals and processes.
  • Pickle Challenge:  We will launch The Florence Challenge and The Pickle Challenge for Charity.

cultureofownershipStep 4:  A Values Coach representative will be onsite for one week focusing on helping your leadership team redefine the organization’s core values – which are the foundation of the Invisible Architecture construct we will be using – and then on that foundation further define the essential cultural attributes plus the attitudes and behaviors that are required to see that culture in the workplace.  The goal will be to launch a process that culminates with aCultural Blueprint for the Invisible Architecture of core values, organizational culture, and workplace attitude.  Specific activities will include:

  • A full day leadership retreat to begin the process of creating a Cultural Blueprint for the Invisible Architecture of your organization, which will include a reviewing your current statement of values, a culture code, and a statement of behavioral expectations.  The Cultural BlueprintingToolkit workbook will be used as the textbook during the retreat.
  • Several make-up presentations for employees, volunteers and the medical staff.
  • Discussions with executive team members (individually and/or as a group) to discuss their ideas on values, culture and how these will be woven into the organization’s future vision.
  • A series of small focus group sessions with managers and staff to gain input for your values (if redoing them), your culture and current attitudes.
  • Special evening program featuring Joe’s presentation on “How to See the Lion in Your Mirror” open to employees and family members.
  • Have a “pickle celebration” to honor the donation made to the designated charity and – more important – give another boost to fostering cultural positivity.  

 Step 5:  A Values Coach representative will be onsite for another week to present preliminary findings and recommendations on your organization’sInvisible Architecture and to introduce the 60-module course on The TwelveCore Action Values. This is a comprehensive course on values-based life and leadership skills.  It features 12 universal personal values (from Core Action Value #1, Authenticity through Core Action Value #12, Leadership, these values reflect each of us when we are being our best selves).  Each value is reinforced by four cornerstones that put the action into the value. Specific activities will include:

  • Finalize plans to inculcate key elements of the Cultural Blueprint into the fabric of the organization, including new employee orientation, performance appraisal, and other organizational processes.
  • Work with executive team on criteria for selecting Certified Values Coach Trainers for the course on The Twelve Core Action Values, and begin developing plans for rolling out and sustaining impact of the training.
  • Begin the process of recruiting and selecting candidates to become Certified Values Coach Trainers and finalize plans for implementing the training.
  • A series of 90-minute presentations for employees, medical staff, and other appropriate groups with an overview of The Twelve Core Action Values plus a description of the process for recruiting in-house ValuesTrainers and of how the course will be rolled out.

 Step 6:  A Values Coach representative will be onsite for a full week to conduct the 5-day course on The Twelve Core Action Values for individuals who will become Certified Values Coach Trainers (CVC-T) and who then will share the course with coworkers in a 2-day program.  This course will include training on content and delivery skills, and promote a sense of teamwork among participants.  Graduates will receive a personal library of resources includingCourse Leader’s Manual, summary of essential key points, PowerPoint slides, icebreaker videos, and more.

  • Final preparation for launch of training on The Twelve Core Action Values, including preparation and practice by CVCT group (depending upon the specific plan developed for the organization this might include havingTrainers build their own team of trainers who are prepared to share in teaching for one or more of the values in the course).
  • Unlimited ongoing consulting support via email and telephone, periodic Values Trainer conference calls, online refresher courses, and other Values Coach mechanisms to help assure ongoing sustainment of the program.
  • Finalize the Cultural Blueprint document.

Step 7:  A Values Coach representative will be onsite for 3-4 days to work with a select number of Certified Values Coach Trainers who want to become MasterTrainers.  These individuals will be certified and authorized to teach TheTwelve Core Action Values and related material to any staff member and in any outreach program.  They will also train and certify CVC-Ts within their organization.


Step 8:  This phase will focus on your cultural blueprint, sustaining and accelerating momentum toward a culture of ownership and enhancing individual engagement across the organization.  Specific activities include:

  • Refresher training for Certified Values Coach Trainers, additional training for Master CVCTs who are serving as “super users,” and working with the leadership team to develop a plan for replacing CVCTs as a result of attrition over time.  
  • Special consulting support for individual departments including HR and Marketing on more intensive application and promotion of the Values andCulture Initiative.  
  • Consulting and/or training support for sharing the Cultural Blueprinting process and The Twelve Core Action Values with members of the medical staff and with the community health clinics.
  • When appropriate, support for reaching out to the broader community with The Twelve Core Action Values, The Pickle Challenge, and other ValuesCoach resources.  
  • Individual executive consulting and coaching support.
  • Follow-up Culture Assessment Survey(s) including report of Observations and Recommendations.
  • Informal rounding through the organization.
  • A ground breaking ceremony for your Invisible Architecture.
  • Help tell your story to the rest of the world.

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Step 9: Your organization is eligible to apply for the INSPIRED Award for Values and Culture Excellence.

 

 

 

 


“Our engagement with Values Coach has resulted in substantial productivity savings, measurably enhanced morale, and record high patient  satisfaction scores, but the most important benefit has been the impact on helping individual employees change their lives for the better.”

Bob Dent, Senior Vice President/Chief Operating Officer, Midland Memorial Hospital, Texas

 


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