Rollout Presentations February 16-23, 2015

Results driven organization Understand link to effective performance Improve our organizational performance Focus on priorities – strengths &

opportunities Reinforce that strong culture is a priority Determine if our investment is making a

difference

Who Is Involved? County Administration All of you! Discovery Learning (vendor that administers

the culture survey) Lumin Advantage Consulting (Consultants to

assist with interpretation of survey results and action planning)

Megan Brogger Tori Littlefield Chelsea Berryman

Role of County Administration

Program oversight Point of contact with consultants Provide leadership for organization-wide

response Chair the County-wide Organizational

Action Teams (COATs)

Role of Consultants

Help us conduct the survey Help us understand the survey results Support action planning to strengthen the

culture and improve organizational performance.

Message from Consultants “We, at Lumin Consulting, have worked with Marathon County for close to eight years on this initiative and believe strongly that the County is doing this “right.” Many organizations send out a survey, a few people look at the results, and then it gets shelved without any communication about what was discovered or action being taken on the results. That is not effective. Marathon County does it differently. They pay attention. They provide the survey results and other resources as tools to start and focus conversations on making positive changes to better the County and ultimately the services it provides to its residents and visitors. We sincerely hope that you’ll take advantage of this opportunity to provide useful and constructive ideas for how to improve Marathon County.”

ORGANIZATIONAL CULTURE

1. Mental Programs – “software of the mind”

2. Learned patterns of thinking, feeling and acting…

-Gerert Hofstede

Values

Vision & Mission

Goals & Objectives

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Organizational culture is defined as a set of shared… Assumptions Underlying values, Beliefs, Principles, and Practices …that influence behavior and people’s perceptions of behavior.

Caveats Culture is… …not something a leader creates on their own …a team sport – something everyone influences

and has a role in creating The survey…: …is a TOOL, not a REPORT CARD …provides a snapshot in time – culture is always

changing Action plans are a guide, not a PIP

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DENISON CULTURE SURVEY

Why did we pick the Denison Survey?

Normative data Behaviorally-based questions Written in an organizational context

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Denison Culture Model

MARATHON COUNTY RESULTS 2012-2013

Important to remember: • Context • Timing • Type of work done by the Department

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Some of the terms may not seem to fit our work…

“Bench strength” “Strong culture” “Customers” “Competitors/Industry” “Get in trouble”

But let’s think about what that means for us…

SURVEY PROCESS

Survey will run: February 23 thru March 6th You will receive either: An email from Deb Hager with link to the survey OR A paper copy distributed by your Department

Director (PR&F and Highway) Plan on approximately 20 minutes to

complete

Changes in the Process All County employees are being surveyed at

one time. Need to select your department. For Departments with fewer than 5

people/respondents - you will be grouped together to protect anonymity.

At the end of the Denison survey will be a link to the open-ended questions. You will, again, be asked to select your

Department. Your responses on BOTH are very important.

We get 2 kinds of information: Responses to the Denison survey (60 short questions -

standard) Responses to the open-ended comments (customized)

Both are used to help the County and you: Identify key strengths Identify areas in need of attention or development (i.e., any

“problem areas”) See what has changed since the last survey Prioritize what you spend time and energy on addressing in

order to improve the culture and ultimately service to our citizens (via action planning).

Information About the Open Ended Questions The consultants read all the individual responses

and report back the broad themes that emerge in a summary report.

Individual responses are used/merged with other similar responses to show examples of each theme.

The summary report will merge all responses County-wide. Time permitting, the consultants may also organize responses by Department to create Department-specific summary reports.

Information About the Open Ended Questions(cont.) These steps are being taken to: Preserve the anonymity of your responses, Reduce any concerns about retaliation, and Provide the most robust information for the

County to use in action planning.

Open-ended Questions Begin thinking about these now: 1. What recent changes have made Marathon

County a great place to work? 2. What are you doing currently to contribute to

Marathon County excelling at being the healthiest, safest, and most prosperous county in the State?

3. What is the most important thing the County could do to improve it's service to the residents and visitors of Marathon County?

We Need 100% Participation!!!!

648 employees out of 741 responded in 2008 – 2009 surveys – 87.4% Response Rate!!

539 employees out of 715 responded in 2010 – 2011 surveys – 73.9% Response Rate!!

479 employees out of 678 responded in 2012-2013 surveys – 70.6% Response Rate!

Purpose Learn about organizational culture Create action plans Improve performance and workplace

environments Outcomes Create an understandable measure of

organizational culture & its impact on performance Help focus attention and investment on priority

issues Better results for Marathon County residents

When is the deadline for submitting my completed survey?

You will have two weeks beginning 2/23/2015.

The best bet is to complete the survey right away.

Think holistically – not just what happened yesterday, but overall what your experience is as an employee of Marathon County.

Caveats / Reminders Culture is… …not something a leader creates on their own …a team sport – something everyone influences

and has a role in creating The survey…: …is a TOOL, not a REPORT CARD …provides a snapshot in time – culture is always

changing Action plans are a guide, not a PIP

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This is not about them…

It is about US!!!!

What are we missing?

Questions? Comments? Hopes ? Fears?