This special report for subscribers of the Values Coach Culture Mechanic service summarizes some of the most important lessons we have learned about effective cultural transformation and for building a culture of ownership
2. Having worked with more than
70 organizations in the Values
Collaborative, 500+ hospitals
taking The Florence Challenge,
and dozens of consulting
clients, we have learned a few
things about culture change!
3. At its very best, a
successful cultural
transformation will
enable you, too, to sayā¦
4. āI got a whole new team
and didnāt have to change
any of the people.ā
Paul Utemark, CEO
Fillmore County Hospital
Geneva, Nebraska
A Values Coach Client
5. Culture really does eat
strategy for lunch!
View or download the slide show
12 Reasons Culture Eats Strategy
for Lunch at this link
6. Accountability
Doing what you are supposed
to do because someone else
expects it of you. It springs
from the extrinsic motivation
of reward and punishment.
15. In both cases feet are being
held to the fire ā the difference
is in whether they are being
held accountable by someone
else or doing it from a sense of
intrinsic commitment.
16. You cannot hold people
āaccountableā for the
things that really matter.
26. Lesson #1a
The most important
decision is which values to
deem ācoreā and to define
the expectations created
by those core values.
27. Lesson #1b
Core values define who you
are, what you stand for, and
what you wonāt
stand for
28. Lesson #1c
Engage people with values they
can relate to and avoid the
ultimate sin of boring boilerplate
One of the core values of
Integrated DNA Technologies Inc.
31. āPeople who are clearest
about their personal vision
and values are significantly
more committed to their
organizations.ā
James Kouzes and Barry Posner:
31
A Leader's Legacy
32. Lesson #2
You need a culture
blueprint, roadmap,
or code to define
expectations
33. Using a construction metaphor, Values
Coach helps clients create a cultural
blueprint for their Invisible Architectureā¢
42. Lesson #4a
Launching a movement is a
lot harder than starting a
program ā it is also much
more likely to achieve a
lasting positive impact
43. Lesson #4b
A movement is launched by
ālone nutsā and accelerated
by āfirst followersā
View the Derek Sivers
TED Talk on How to Start
a Movement at this link
49. Lesson #5a (contd.)
And those Spark Plugs need
to have support from their
managers when they are
criticized or ostracized by
toxically negative coworkers.
55. Lesson #6b
Engage people in group
activities, like reading of each
dayās promise from The SelfEmpowerment Pledge that is
taking place in organizations
everywhereā¦
View the slide show for The SelfEmpowerment Pledge at this link
56.
57.
58. Watch the YouTube video ā half of
these people are not reading it!
59. Additional Pledge cards and daily
reminder wristbands can be ordered by
calling 319-624-3889 or at:
www.TheFlorenceChallenge.com
60. Lesson #6c
Give people a formal way to make
a commitment to desired culture
change ā like this Certificate for
The Florence Challenge, which is a
commitment to being emotionally
positive, self empowered, and fully
engaged.