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ALL STAFF MEETING

ALL STAFF MEETING. OCTOBER 17, 2011. AGENDA – ALL STAFF. * Standing Agenda Item. Welcome  Melvin Tennant Culture Assessment Dave Knoll/Sandra Johnson Positioning Initiative Amy Alegi/Kevin Hanstad Staff Matters*                                         Dave Knoll

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ALL STAFF MEETING

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  1. ALL STAFF MEETING OCTOBER 17, 2011

  2. AGENDA – ALL STAFF * Standing Agenda Item • Welcome  Melvin Tennant • Culture Assessment Dave Knoll/Sandra Johnson • Positioning Initiative Amy Alegi/Kevin Hanstad • Staff Matters*                                         Dave Knoll • Board Update* Melvin Tennant • Impact Dashboard EMT • Around the Table* • Employee of the Quarter Melvin Tennant • Milestones Recognition*        Melvin Tennant • Reminders & Announcements Melvin Tennant • Adjournment

  3. CULTURE SURVEY 2011

  4. The Denison Culture Model Presentation to: Meet Minneapolis 2011 Facilitator: Sandra Johnson, MA RCC Strategic Corporate Solutions

  5. The Denison Culture Model 5

  6. The Denison Culture Model examines 4 core traits that have been linked to organizational performance 6

  7. Growth Innovation & Customer Satisfaction Stable, Efficient Performance Over Time Operating Performance Quality Employee Satisfaction 7

  8. MISSION Do employees understand the long term vision - why we are in business? Are they clear about what our strategic priorities are? Do they know how their goals contribute to and align with the organization’s vision and strategy? 8

  9. How effectively can we coordinate our actions with others across the organization? CONSISTENCY Are we able to reach agreement on critical issues and problems that arise? To what extent do we understand the core values that should guide our behavior and decision making processes? 9

  10. Do we have the skills and capabilities to contribute to the organization’s current and future success? INVOLVEMENT Can we effectively team with others to meet group and organizational objectives? Are we able to make informed decisions and do our employees feel empowered to make a difference? 10

  11. Are we able to change and improve the way we do our work? ADAPTABILITY Do we understand and can we respond to the needs of our customers? Do we learn from successes and failures and share those ‘learnings’ with others in the organization? 11

  12. Global Benchmark 12

  13. Benchmarking Denison uses normative scoring OR benchmarking to display your survey results. The results are displayed as a percentile in relation to our global database. To What Benchmark Is My Organization/Group Being Compared? • 1,076 organizations from more than 80 Industries in 16 Countries •  Research has demonstrated that the differences between countries and industries are small (not statistically significant) – in other words, high-performing organizations have similar cultural strengths regardless of the industry, sector, size of the organization or country in which they operate. 13

  14. Culture Development Process Honest conversations that lead to thoughtful action …and greater clarity & alignment Step I Education and Assessment Goal: To educate staff regarding the link between culture and performance and assess the current culture to surface strengths and weaknesses (and identify possible sub-cultures/areas of opportunity) Step II Creating Understanding Goal: To engage in dialogue to create a common understanding of the data and the implications of the current culture for the business Step III Choosing to Shift the Culture? Goal: To establish true alignment around the need for culture change AND to focus efforts on areas of maximum impact Step IV Action Planning Goal: To generate ideas for moving the culture forward; prioritizing and developing specific action plans Step V Implementation & Evaluation Goal: To execute against the action plans and measure progress – with a constant link back to organizational and/or group performance 14

  15. Higher levels of performance High level of clarity & alignment Average levels of performance Mix of clarity and confusion Lower levels of performance Confusion and uncertainty reigns 15

  16. Our Organizational Culture Data

  17. Next Steps Meet in Department Teams Identify Focus Areas Form Think Tank Groups Create Objectives/Strategies/Action Plan Re-evaluate in 12 months

  18. POSITIONING INITIATIVE

  19. STAFF MATTERS

  20. STAFF MATTERS • Belated Congratulations to Emily Ogaard Peterson • Jack Kashmark Update • Open Positions: • Graphic Designer – Final Selection Phase • IT Support Technician – Final Selection Phase

  21. UNITED WAY DONATIONS: $6,891 THANK YOU! $6,000

  22. GIVING SUMMARIES

  23. GIVING SUMMARIES

  24. STAFF MATTERS • Training Reminders • Multi-Generational Workplace Training • Tuesday, December 6 – Brown Bagger • All-Staff Events • Flu Shot Clinic on Tuesday, October 25, 2:45 pm • Employee Recognition Luncheon, Friday, December 16, 11 am-2 pm

  25. EXECUTIVE COMMITTEE UPDATE SEPTEMBER 21, 2011

  26. AGENDA • STANDING ITEMS: • Call To Order And Announcements • Consent Items   • UPDATES • 2012 Nominations • 2012 Planning • Positioning Minneapolis • Meet Minneapolis August 2011 Review - Impact Report • Destination Needs Analysis Task Force • Office Lease • iDSS • KEEPING YOU INFORMED • Partner Report •  CEO Report • ADJOURNMENT

  27. Meet Minneapolis Impact Dashboard

  28. AROUND THE TABLE

  29. EMPLOYEE OF THE QUARTER

  30. EMPLOYEE OF THE QUARTER Congratulations to: KEVIN HANSTAD • Thorough researcher • Tireless worker • Willing volunteer • Insightful analyzer • Generous colleague • Valued employee

  31. MILESTONES RECOGNITION

  32. BIRTHDAYS & ANNIVERSARIES • BIRTHDAY •   David Knoll October 23 • ANNIVERSARY • Deb Taylor October 1 10 years

  33. ANNOUNCEMENTS

  34. ANNOUNCEMENTS & REMINDERS • Newsletter on MMIX and emailed to remote workers • Next All Staff meeting is scheduled for Monday, November 14, 8:45 a.m.

  35. ADJOURNMENT

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