vaACCSES Presentation-Creating Passion

Building Brand Loyaltyfrom the Inside Out

Presenter: Missy Blankenship

Friendship Industries, Harrisonburg VASeptember 19, 2006

Connecting Great Ideas and Great People

Collaborations Conference

2006

Questions Does your organization have a Mission Statement?

Yes No I don’t know

Do you know what your Mission Statement is?Yes No

If you had a 30-second elevator ride in which to verbally deliver your Mission Statement AND to adequately explain it to the person riding with you before the elevator self-destructed, can you do it?

Yes No I’m taking the stairs

Can your staff?Can your Board of Directors?Can your donors and other supporters?

Questions

Do You and Your Staff Live Your Mission?

Yes No Sort of

Questions Does your organization have a Strategic Plan?

Yes No I don’t know If you have a Strategic Plan, do you know what your Critical or

Strategic Issues are (key items which must be addressed for organizational success)?


Does your organization use any of the following words in relation to its “Vision” or “Values”?

AccountabilityEmpowermentInnovationRespectCorporate Culture


Questions

As part of your planning, do you ever feel that communication within the organization is or becomes difficult, bogged down, unwieldy and/or impossible?

Yes No $%&# Yes!

Questions

Do you have a structured “new hire” orientation for employees?

Do you have a structured new and/or major donor orientation?

Do you have a structured Board orientation?

What We’ll Cover TodayCommunity Rehab Programs (CRPs) and other NonProfit Agencies (NPAs) constantly search for new ways to increase passion and loyalty among their stakeholders, especially staff.

We’ll explore the vital connection between a passionate staff and all stakeholders.

We’ll provide you a sustainable process for maximizing your staff's talents toward organizational success.

We’ll offer our experiences, ideas, and examples of programs to implement in your own organization.

You’ll learn how to harness your most valuable "human" resources' knowledge and experience and put it to work!

Why Does Passion Matter?

For Employees: Does this organization matter? Does my work matter? Do I matter? Is the organization delivering on the “employment deal”? How involved are others? Am I satisfied with my Work-Life balance?

For the Organization: Have Engaged employees Avoid Presentee-ism Avoid Burnout/Turnover -- Develop Better Retention Stabilize Salaries and Benefits Avoid “Bad” press


A Model for Creating A Model for Creating Passionate StaffPassionate Staff

Why Does Passion Matter? Share the PURPOSE:

Why does this organization matter?

The Foundation

“Our task is to create organizations we believe in

and to do it as an offering, not a demand.” Peter Block

Why Does Passion Matter? Share the PROCESS:

Why does our work matter?

The Structure

“Stability is found in freedom – not in conformity and compliance.”

Meg Wheatley

Why Does Passion Matter? Share the PLAY, the FUN:

Why do I matter?

The Juice

“Individuals want to work in a place where they have an opportunity to make important decisions, undertake actions of importance to the success of the

organization, and assume responsibility for the results.” Dennis Bakke

FRIENDSHIPAMBASSADORS PROGRAM

2005 and Beyond

What is an Ambassador?

A diplomatic official of the highest rank appointed and accredited as a company’s representative.

An authorized messenger or representative.

An unofficial or informal representative of a company or cause.

What is a Friendship Ambassador?

Friendship Industries’ Employees have the opportunity and the responsibility to serve as our best ambassadors, community representatives and spokespersons.

Our Employees are our most precious and largest investment.

Friendship Employees are truly our Mission and most valuable Resources.

What will we learn?

What is our Mission Statement AND

what does it mean?

What will we learn?

What do we do here?

What do we make here?

What are Friendship’s strengths?

How do I share Friendship?

What will we cover?

The History of and

Supporting Friendship :

Where Have We Been? Where Are We Going?

What will we cover?

Rehabilitation Services (Employment & Training)

at Friendship:

Why Are We Here?What is Expected?

What will we cover?

Commercial Products & Services at Friendship :

What Do We Do?

How Will We Get Where We Want to Go?

So, What’s In It For You?

Allows us all to create an environmentthat is conducive for:

>> team-building

>> company growth

>> personal development

>> good communications

>> corporate and job stability

What’s In It For Friendship?

You can help us convey the message of “Friendship” both inside and outside the Company.

As Friendship Employees, you are our best, most valuable asset and our best prospecting and networking resource in the Community.

YOU are Friendship!

Who is in a better positionto help convey a positive message

than our Employees?

It is up to us to dispel the myths and reinforce the realities of

Friendship’s quality, skills and abilities,

not disabilities.not disabilities.

We are allFriendship Ambassadors…

““The greatest source of The greatest source of

competitive advantage is competitive advantage is

not really COST or QUALITY, not really COST or QUALITY,

but but CREATIVITYCREATIVITY.”.”

Using What You Have to Give You More

No Management Support. No Success.

Invest in Staff, they will invest in you.

Be visible. Be available.

Ask Questions.

Listen. REALLY Listen.

Manage by walking around, not just an “open door”.

Recognize everyone’s efforts.

Using What You HaveUsing What You Haveto Give You Moreto Give You More

If you have an HR department, meet with the Manager or Director and get a rundown of talents, hobbies and backgrounds of employees.

If not, get to know your Staff. Help them get involved in the organization by learning their skill sets and past professional lives.

When working on a project, brainstorm with Staff for other uses for that project’s components or deliverables.


Find out about key donors and board members.

Find out their hobbies, too.

Share resources. Just because a project falls in one department doesn’t mean it should stay there.


Re-purpose what you already have.

Ask if there are other uses for things you are already doing that can enhance the staff experience.

Don’t overlook doing things to help other staff departments.


People love being recognized for a talent or hobby:• Photographers• Writers• Artists/Designers• Artisans/Craftspeople• Techno-geeks• Gardeners/landscapers


See area educators or partner company training departments; they may be able to loan materials or even create training sessions for little or no cost.

Check employees who used to work for partner companies; they can be a wealth of knowledge.

Remember the rule of “Six Degrees of Separation.”


Ask and you shall receive. You won’t know unless you ask.

Maximize loyalty. Maximize job satisfaction.

Add “Interests” section to job applications and donor/board surveys.

Do You Feel the Passion?Do You Feel the Passion?

Know and feel the vital connection between a passionate staff and all stakeholders.

Develop your own sustainable process for maximizing staff's talents toward organizational success.

Learn from other’s experiences, ideas, and examples of programs to develop and implement a program in your own organization.

Harness your most valuable "human" resources' knowledge and experience and put it to work!

Go forth and spread the Passion!

We have given you new ways to increase passion and loyalty among your stakeholders, especially staff, who are truly your best Ambassadors.

“Knowledge is not worth anything if it is not shared.”

“Resist the urge to do nothing. No one is as effective as everyone.”

Missy Blankenship, Director of Sales & Marketing

[email protected]

Connecting Great Ideas and Great People

THANK YOU! Questions?

vaACCSES Presentation-Creating Passion

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