FacilitatorTonya Leary is the President & Founder of T.S. Leary & Associates, a national executive

search and placement and training solutions company located in Hagerstown, Maryland..

"All organizations say routinely 'People are our greatest asset'. Yet few practice what they preach, let alone truly believe it." (Drucker 1995 p77)

Participants will identify (3) company's core values and (3) leader behaviors that create culture.

Participants will learn how to assess the true culture of their company ; the personality and the identity of their organization (Culture survey sample)

Participants will identify (3) strategies they can implement to create, sustain and improve a culture that fuel the achievement of business results, while increasing employee engagement, productivity, and discretionary effort.

Your company's values, drives leaders behaviors and creates your culture. Culture drives employee engagement, productivity and discretionary effort drives business results.

Accountability- Responsibility of our actions that influence the lives of our customers and fellow workers.

Balance- Maintaining Healthy life and work balance for workers. Collaboration-Collaborating within and outside the company to give the best. Commitment-Commitment to roll great product, service and other initiatives that impact

lives both within and outside the organization. Community- A sense of responsibility and contribution to society that define our existence. Consistency-Be consistent in offering the best for wonderful experience. Diversity- Respecting the diversity and giving the best of the composition. Efficiency- Being efficient and effective in our approach to give best solution each time. Empowerment- Empowering the employees to take initiative and give the best. Fun- Having fun and celebrating small successes in our journey to achieve big. Innovation- To come out with new creative ideas that have the potential to change the world. Integrity-To act with honesty and integrity without compromising the truth. Leadership- The courage to lead from front and shape future. Ownership- Taking ownership of the company and customer success. Passion-Putting the heart and mind in the work to get the best. Quality-Giving the best and unmatched results for all round satisfaction. Respect-Giving due respect to self and others and maintain the environment of team work

and growth. Risk Taking- Encouraging self and others to take risk for a bright future. Safety- Ensuring the safety of people and making sure to give them trouble free experience. Service Excellence- Giving the best and world class service and achieving excellence each

passing day.

We give back to our communities◦ Translation: We look after the locals.

We grow our business profitably◦ Translation: Sure we're here to make dollars, but that's what keeps

85,000 of us in a job. We believe in the McDonald's System◦ Translation: You, the person that runs your restaurant, and the

guy that delivers the buns are all equally important We strive continually to improve◦ Translation: We want to take pole position in every race

We operate our business ethically◦ Translation: We give everyone a fair go, and tell it like it is

We place the customer experience at the core of all we do◦ Translation: We treat every customer like a celebrity

We are committed to our people◦ Translation: McDonald’s cares about you

Our vision is supported by our core values: C.A.R.E.

Customers--Value every customer. Associates--Support them as valuable resources.

Real Communications--share information with people when they need it.

Execution--achieve our business goals.

1) We want to work with great people•We hire great people and expect a lot from them •We create an environment where people can flourish and grow •We treat people with fairness and respect •We challenge each other’s ideas openly •We value diversity in people and ideas •We are a quantitative company that uses data to make decisions

2) Technology innovation is our lifeblood•Build the world’s best technology and products •We apply technology and creativity to solve important problems

3) Working at Google is fun•We expect our people to know and enjoy each other •We have a challenging/energetic work environment •We celebrate our successes and each other’s accomplishments – both professional and personal

4) Be actively involved; you are Google•Honor commitments •We openly communicate and trust you with a great deal of information and we expect youto honor our confidentiality •Understand when you are representing Google and act appropriately

5) Don’t take success for granted•Think and act like an underdog •Be humble with success; don’t be arrogant •Be scrappy and resourceful

6) Do the right thing; don’t be evil•Honesty and integrity in all we do •Our business practices are beyond reproach •We make money by doing good things

7) Earn customer and user loyalty and respect every day•Create, enhance and maintain great products and services

Sustainable long-term growth and profitability are key to our success•Think scale and efficiency •Every dollar is yours •Do things that matter

9) Google cares about and supports the communities where we work and live•We encourage and enable our people to support local community involvement and expect them to participate

10) We aspire to improve and change the world•Aim high; think BIG, take risks •A healthy disregard for the impossible

Core Values

1. Being a Role Model for Integrity & Ethics 2. Demonstrating Optimism & Positive Energy3. Learning the Business4. Establishing a Vision & Mission 5. Setting Strategy & Priorities6. Hiring Great Talent 7. Creating a Culture of Customer Focus8. Building High Performance Teams9. Motivating & Inspiring Others10. Delegating & Empowering 11. Listening 12. Communicating

13. Driving for Results14. Managing & Evaluating Performance 15. Coaching & Developing Talent16. Managing Complexity & Ambiguity17. Managing Your Time 18. Evaluating Risk19. Resolving Conflict20. Driving Innovation21. Influencing Others22. Collaborating Across the Organization23. Demonstrating Passion for Your Work 24. Being a Champion for Work/Life Balance25. Keeping Things in Perspective (Humility & Gratitude

Lack of Career Development Opportunities Poor Work Climate Lack of Challenging Work Direction of the Organization Lack of Recognition

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My manager doesn’t relate well to direct reports, peers or upper management.

Yelling, making threats or losing your temper in a business situation

Cross-departmental communication and involvement is discouraged. Best practices are not shared to improve processes.

Disclosure of privacy except for necessary legitimate purposes (HIPPA, FMLA/ WC/ ADA/GINA)

Engaging in or condoning inappropriate conversation or behavior Denying a requested reasonable accommodation of an

applicant’s or employee’s sincerely held religious beliefs or practices

Hostility /Alienation Inconsistent treatment of employees Lack of intervention from management when conflict occurs

between team members Employee resign due to issues not addressed Not providing equal access to training and career development Retention of an employee who engages in misconduct that poses

a threat to others during and after work hours. Defamation - Injuring someone’s reputation by making false or

malicious statements

Increased Absenteeism Raising voice frequently Depression Lack of motivation Shutting down Becoming distant and keeping their concerns to themselves Silence A decline in employee performance Responses from private employee surveys Communication between management and employees

Make Managers Accountable Increase Engagement – Connect as a Manager Capture Discretionary Effort Maintain Employee Productivity, Loyalty, and

Confidence While Undergoing Major Change –Acquisitions /Mergers

Measure and TrainSmart GoalsEducating ManagersRemoving BarriersPeer LearningCaring EnvironmentIncentives Tied to Metrics Constant ReviewHave Fun

Managers are held accountable through metrics as well as informal data, feedback, and information, including turnover.

Engagement rises when managers take time to interact with workers

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Be approachableBe accessible - Make it easy for direct

reports to keep in contact with youOpen door policy – be availableManage by walking around or consider

being closer to their work areaShow sincere interest Invite direct reports to discuss concerns,

ideas, recommendations Recognize when it’s time to get out of the

way and let employees do great work

Offering YOURSELF as a person

Offering your TIME with a regular Take 10 Check-In

Offering your APPRECIATION by letting them know

How are you doing?

How is the team doing?

How can I help?

Create clear expectations Connect people to a larger picture Create improvement opportunities Encourage social networks at work Make people feel important

1. Understanding culture comes first.

2. Employee participation is key.

3. Defining culture requires getting to the core..

4. Constantly communicate the core culture.

5. Live the core culture principles.

6. Everyone must be a culture manager.

7. A workplace should be the right place.

Productivity & Performance

Profitability

Turnover

Absenteeism

Employee Fraud

Customer Satisfaction & Loyalty

Quality Defects

Safety Compliance

Employee Satisfaction

Physical & Psychological Well-Being

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Respect For PeopleWe believe that people are our most valuable asset and will always do the right thing in our dealings and interactions with all employees.

Participants will identify (3) company's core values and (3) leader behaviors that create culture.

Participants will learn how to assess the true culture of their company ; the personality and the identity of their organization (Culture survey sample)

Participants will identify (3) strategies they can implement to create, sustain and improve a culture that fuel the achievement of business results, while increasing employee engagement, productivity, and discretionary effort.

◦ Leader Behavior Checklist –The Leader Behavior Checklist is a self-improvement tool to help people in leadership positions recognize and improve critical behaviors that are known to be effective in setting direction and inspiring others in an organization.

◦ http://www.collegiateproject.com/articles/Leader%20Behavior%20Checklist.pdf

◦ Workplace Culture Assessment Tools /Culture Survey Sample