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Creating An Innovative and
Authentic WorkplaceAbbie S. Fink
Vice President/General ManagerHMA Public Relations, Phoenix
@AbbieF
94% of executives, 88% of employees believe a distinct workplace culture is important to business success.
Key signal of well a company is doing. Outranks compensation, benefits, titles. Research has shown that there is a correlation
between employees who say their organization has a clearly articulated and lived culture and those that say they are happy at work – engagement leads to greater satisfaction and greater participation.
Culture is a Signal for Success
The more effective a company culture, the more engaged the workforce, the better the reputation, the greater the company success, the stronger the ability to attract talent.◦ Fear and stress go down as friction between
employees decreases◦ People seek employment in the company AND STAY◦ Organizational learning becomes effortless, the team
actively teaches new members◦ Overall health and wellness increases, people report
having more fun
Culture is a Self-Fulfilling Cycle
Satisfied Employee◦ Relatively happy about their day-to-day job, come to work, do
their job and they go home. Consistently supportive of the business but won’t go beyond the call of duty.
Engaged Employee◦ Truly passionate about the work, actively seeks ways to
contribute to the greater good of the organization, exceeds what is expected of them. These employees have the greatest potential to affect change.
Beyond Philosophy – Colin Shaw
I would like my manager to trust me and to really “know me”
I want to have pride in my work I want to enjoy going to work everyday I would like flexibility
The Employee’s Perspective
Flexibility?
Commitment to the company◦ Contributing, loyal and fully aligned with the culture
Commitment to the value proposition◦ Alignment with the mission and goals
Commitment to your client/customer◦ Performs at a level that provides optimal experiences and
relationships
The Employee Ambassador
Beyond Philosophy
I want to work with a company that has a good reputation
I want a company that is also invested in my success
The Client/Customer’s Perspective
I want my team to give their personal best I want my team to work together I want to create an environment where people are
trusted and valued I want to be an inspiring leader
The Owner/Manager Perspective
Are passionate about their people Encourage feedback Provide hope and optimism… and praise Encourage others to do their best Show, not tell Know that the little things count Are not afraid to show a little “tough love” Create an atmosphere of innovation
How Do Managers Inspire?
Innovation is worthless unless it translates into action.
Harness the energy of innovation◦ Innovative ideas gather dust if no one acts ◦ Innovation will bring about change◦ Create it, capture it, build on it, move your team forward
Actionable Innovation
Innovation is created through groups of people working in concert with each other.
Innovation is not dependent on the participation of the high-ranking executives, but on all employees.
Innovation comes from those that see, sow, grow and share opportunities.
Actionable Innovation
Trust yourself to trust others◦ Break down the old rules, you’ll become more patient, a
better listener and better relationships are established. Collaborate and discover
◦ Collaboration is about taking leaps of faith to discover new ways of thinking.
Communicate to learn◦ The manner in which you communicate sets the tone and
propels thinking in new directions.
Actionable Innovation
Be a courageous change-agent◦ Leaders must challenge the team to
think more critically and see through to continuous improvement. This role means an entrepreneurial attitude, risk taker, innovation becomes second nature.
Course correct to perfect◦ Course correction steers you closer
to the promise of the culture you are attempting to create.
Actionable Innovation
Take responsibility◦ Strong corporate cultures arise consciously, shaped by the
owner or manager. Weak ones arise accidentally from neglect.
Create a mission statement◦ Clearly conveys your goals, philosophy and differentiators.
Reference it all the time – meetings, proposals, annual reviews.
Keep it authentic◦ Culture should grow naturally from your mission. It can’t be forced.
Creating a Strong Corporate Culture
Involve your team◦ Culture is not only top-down. Your team can be your best
advocate for your mission. Create rituals
◦ Rituals are acts that enhance the corporate culture – Cupcake Friday, Shorts Day, Pizza Tuesday, Dog Days of Summer
Hire for fit, not necessarily for skill◦ The best employees match the personalities of your existing
team. Expect they know AP style, hire them for their enthusiasm for it.
Creating a Strong Corporate Culture
Culture is in everything you do◦ From the artwork on your walls to the tone of
your marketing materials, your culture needs to be clear
Ask about it…often◦ If you build it, they still might not come. Is
your culture as strong as you think, can everyone on the team tell you what it is? Check in often with the team and find out. And if it needs a refresh, don’t be afraid to change it up.
Creating a Strong Corporate Culture
Every single day is an opportunity to create, sustain or change a company culture
Culture is an effort that can be self-fulfilling Culture empowers employees with the ability to succe
ed and offer feedback that is welcomed
Culture is Everyday
