HiP Culture: Your Key To Freedom In Business. My Heretical Idea You deserve to be :

HiP Culture:Your Key To Freedom In

Business

My Heretical Idea

You deserve to be:

Outrageously Happy In Your Personal Life

Optimally Fit, Healthy

And Energetic

A Powerful and Positive Force In The World!

What Is Culture?

It is the behaviours the incentives the symbols and the systemsthat reveal the values of the organization

What is Culture?

CULTURE = VALUES LIVED

IntegrityCommunicationRespectExcellence

Your CultureCan (and Should)Be A Competitive

Advantage

HiP Culture = “Nice” Culture

A HiP Culture Will Have Greater…

• Speed• Accountability• Rigour• Simplicity

• Collaboration• Attractiveness• Innovation• Productivity

Why Is It So Important?

Prospects/Customers

Potential Employees

Culture

Suppliers

With Growth Comes Chaos

Growth

Complexity

Rock Star %

Mistakes and chaos

StayShrink Systemize

With Growth Comes Chaos

Growth

Complexity

Rock Star %

The Stats

Flight Risk:

76%

24%

Up for grabs Staying

Payroll $ Wasted

23%

Shrinking Labour Market:

1/3Under 35In 1st year

Perceptions of Integrity

11% 8% 7%

Engagement

Disengaged 70%

Engaged 30%

2.5 XRev

28% Earnings

Top 24 ComparisonPerformance Enhancing Culture

Non-Performance Enhancing Culture

Revenue Growth 682% 166%Employment Growth

282% 36%

Stock Price Growth 901% 74%Profit Growth 756% 1%

As compared to “non-producers”:UnskilledAverage =19% more outputSuperior = 38% moreSkilledAverage = 32% moreSuperior =64% moreMgmt/ProfessionalsAverage = 49% moreSuperior = 96% more

The Cost of Average...

The Cost of Average...Salary Point

spread# in category

Cost

Unskilled $24,000 .19 4 $18,240

Skilled $35,000 .32 3 $33,600

Mgmt/Prof $60,000 .48 2 $57,600

$109,440

The Missing Link

SATISFACTION

ENGAGEMENT

Quality of Life

RookieVictim

Bystander Champion

3 Happiest Events

Challenge

Connection

Contribution

Quality of Life

Mastery

Purpose

Appreciation

Congruency

warrencoughlin.com/cool-tools

Results

Decisions &Actions

Questions

Beliefs and Values

Experience, Education, Environment

The Path

Assess Execute

1 2 3 4

Define Monitor/Refine

Assess

1

Objective

• Understand state of culture• Learn the source of messaging• Assess receptivity to change• Benchmark• Avoid “another initiative that will die”

syndrome• Go/No Go

Q1: Your Limits

Q2: What Are The Unwritten Rules

• Meeting discipline• (in)Formality• Accountability• Customer relations• Dealing with change• Systems• Dress• Hours• Work life balance• Quality Standards• …

Q3: What Priorities Do You Communicate?

What Are Your Defining Stories?

Is That HiP?

Option 1: Consultants

Option 2: Assess and Impact

Assess

1 2

Define

Pick Your Principles

Values-driven

1. Select

Performance Marketing

• Results driven• Innovation• Leadership• Team• Communication

Event Planning

• Pride• Gratitude• Fun• Trust• Relationships• Positivity• Dedication

Values-driven

1. Select2. Translate

Behaviours Reflect Values

• Harmony => Avoid “tough” conversations• Authenticity => Only sell what’s right • Customer focus => seek input of front line• Accountability => Ask for and follow up on

commitments• Sucking up => favouritism unrelated to

performance or potential• Discipline/Focus => Saying no

Values DefinitionsClear

+Observable

+Accountable

=Enduring

Values-driven

1. Select2. Translate

3. Rank

Values Hierarchy

“Smart People

Don’t Tell Themselves

Stupid Lies”

Assess Execute

1 2 3

Define

2 Approaches

Announce and Then Build• Awesome for small• Sustains momentum• Engages team in build• Allows for growth

BUT• Inconsistent systems,

symbols and incentives• Must exhibit new values

while building them

Build and Then Announce• Alignment exists pre launch• Shows seriousness• Communications and mgmt

are coordinated

BUT• Long lag time• Lack of ongoing engagement• Can become a “task”

Incentives

• Beware unintended incentives & consequences

• Not just $:– Security– Recognition– Quality work– Remove “crappy” work– Perks

• What’s “punished” (or not)

Systems

Symbols

Discuss

ON

OFF

Investigate

Recognize Values Lived

Record

Recognition

Culture Hacking

Take On A “Help The World” Program

Peer Bulletin Board

Real Time Feedback

Energizer Rituals

Why So Serious?

Hire/Fire on Culture

Raising The Game

• Education Investment• Book of the month• Coach for the team• Empty chair in meetings• Involve team in hiring• Cross-dep’tal initiatives• Workations• Each employee interacts

w. customers

• Senior people have “shifts” for Q&A

• Pet project time• 1x/month community

project• “Support a dream”• Anniversary yearbooks• Monday

Breakfast/Friday drinks

Assess Execute

1 2 3 4

Define Monitor/Refine