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![Page 1: Dan Barnett CEO/ Owner, The Primavera Company International Speaker/ Consultant Chair, Vistage Advisory Boards Cell: 775.843.0517 Email: dan@makeorbreakexecution.com.](https://reader036.fdocuments.in/reader036/viewer/2022062719/56649ec75503460f94bd29b6/html5/thumbnails/1.jpg)
Dan BarnettCEO/ Owner, The Primavera CompanyInternational Speaker/ ConsultantChair, Vistage Advisory BoardsCell: 775.843.0517Email: [email protected] [email protected]: @DCBarnett Website: www.makeorbreakexecution.com
Chair Excellence AwardVistage International 2015
The 500 ClubVistage International 2014
Overseas Speaker of the Year TEC Australia 2011- 2012
Fast Track Speaker of the YearVistage International 2010
U. S. Speaker of the YearTEC Canada 2009
CULTURE IS HARD – NOT SOFTMake or Break CultureTM
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People create your success
We hire human beings
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Beliefs
Behaviours
Results
CultureLimbic
NeoCortex
THE RESULT
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Culture is about
the way people
behave in your company
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Culture
Southwest ______________
Apple ______________
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The Southwest Way To have a Warrior Spirit, a Servant's Heart, and a Fun-LUVing
Attitude
Steve Job’s Prime Directives Think Different – magical products & experiences Focus on Design Simplify – Humanize Technology We Don’t Sell Cheap – Never Compromise Family Friendly
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Every Company has a culture The best leaders drive the culture At the detail level
CultureAssumptions, beliefs, values, customs and behaviors
of an organisations employees, supervisors and leaders.
Culture“The way we do things around here.”
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Enron had a Values StatementFirst item on the list was “Integrity”
The only real value at Enron was “20% growth every year and we don’t care how you get it”.
Culture is Not a Values Statement
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The actual company valuesas opposed to the
nice sounding values in your statement are shown by
who gets rewarded, promoted, hired or let go
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Your Role Clarity & Action
Hire and Review Strong Accountable People
Action Results
Achieving Extraordinary Culture
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Private Label Market Share6
8
10
12
14
16
18
Gross Margin $
41% Increase
45% Increase
WeyerhaeuserHow much should you invest in Culture?
Culture: Quality
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Culture Is not “soft” It is about Performance It takes Performance to a Higher Level
Defines “high performers” who also
do things “the right way”
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Pillsbury: Van de Kamp’sCulture Delivers What Customers Want - Hire for Culture First
Culture: Freshness The Tribe
1981 19870%
5%
10%
15%
20%
25%
30%28%
20%
11%
22%
Market Share
Mrs. Paul's
Van de Kamp's Frozen Fish
Year 1 Year 6
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What is Your Culture?Beliefs
Mission
Vision
BehaviourValues
Activity
Rituals
Leadership Perspective
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What is Your Culture?All Good Performance Starts with Clear Direction
Mission: (External Focus – Broadcast to the World – Your Customers Want It)
Inspires your people to do their personal best. What mountain do we want to climb? More than a business case. It is what we stand for.
Vision: (Internal Focus – The future - for your people) Describes the future Start with your people – they create your success
- Clear and Specific – Measurable
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Mission Vision Examples
Mission: “Happy Babies” – on any budget!Vision: Double the size of the Private Label diaper category
Pillsbury: Van de Kamp’s
Mission: “Make parenting a little easier” - wholesome food kids love Vision: # 1 brand of frozen fish
Mission: Increase the effectiveness and enhance the lives of our membersVision: World’s largest CEO membership organisation.
Weyerhaeuser Diapers
Vistage
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What is Your Culture? Mission (Inspires your people, your customers want it -
broadcast to the world): ______________________________________________________________________________________________________
Vision (Describes the future to your people - internal): ______________________________________________________________________________________________________
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Sales per Employee: $1.0 M
Market Value: $320M to $1.22B
People Fully Engaged: 94%
WD-40 Garry Ridge Recognising and Rewarding Culture
Culture: Help People Win at Work
Love to Tell People: 97%
1997 2014$0
$50
$100
$150
$200
$250
$300
$350
$400
$450Sales
$384 M
$100 M
.
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Culture
Hiring and Performance Reviews Hire for Culture First
Help Your People Win – define “success” for their job
Include Behaviours in your Performance Reviews, Bonus Programs and Recognition Systems
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Culture – get extraordinary results from people Define your Culture
Lead the Culture yourself Reinforce every day Not soft – people get recognised, rewarded, promoted or let go
Invest in your Culture
Extraordinary Culture Mission
Your People BELIEVE in It Your CUSTOMERS Want It – gives you a competitive advantage
Vision Describes the FUTURE of Your Company Clear, Specific, Measurable – direction for your PEOPLE
Hire for Culture First – Recognise, Reward & Fire