Professional Documents
Culture Documents
Toolbox
Name
Table of Contents
Title Page
Value Generation Partners
Publications
eting minutes
Cultural Engagment for Success
Toolbox
Define Culture Create Culture Celebrate Culture
Rod Baxter
2016
CONCERN
Issues, Risks, and Dependencies
S
Where/How Other
Delivery Channel Comments
Cultural
Engagement RACI
Cultural Engagement Leader:
Cultural Engagement Title:
Date:
Responsible - Accountable - Consulted - Informed
Role Role Role Role Role
Activity
Activity
Activity
Activity
Activity
Activity
Activity
Table of
Contents
Cultural Engagement Contact List
Cultural Engagement Leader: Date:
Cultural Engagement Title:
Last First Compan Office Cell Time
Title Role Location Email
Name Name y Phone Phone Zone
CONFIDENTIALL - Internal Use Only_x000D_Copyright - Diebold, Incorporated (2007) - All Rights Reserved_x000D_Revised: 8/23/2012 Owner: James Tornero_x000D_DNA-PS PMO 24a v2_x000D_13
Cultural Engagement
Assessment
Select your years of service
Select your age group
Select function to which you report
Select your job level
Select your geographic location
Cultural
Question (Score 1 for strongly disagree to 5 for Shoul
Element As Is
strongly agree) d Be
s
Projects andneeds
Customers' initiatives are designed
and satisfaction with
are a customer
discussed focus
in every C
meeting C
I am able to speak directly with customers C
Customer satisfaction is considered top priority C
I am encouraged to build relationships with customers C
IAs
consider commitments
an organization, to our
we strive tocustomers as leader
be a market my topand
priority
stay C
ahead of our competition C
IProjects
strive toand
meet deadlines
initiatives andincommitments
result new, ground-breaking C
products/services E
II am
am encouraged
encouraged to
to find better ways of performing
recommend/develop my job
new products and/or E
services
As an organization, we search for the newest products and E
services E
I work in an environment where risk taking is encouraged E
Our leaders expect ownership and accountability by everyone E
My manager promotes ideas and risk taking E
My
Themanager expects
organization's hard work,
purpose ownership,
is clearly definedand
andachievement E
communicated L
The organization's vision is clearly defined and communicated L
Projects and initiatives support achievement of the vision L
The
The organization's
organization's mission is clearly
core values defined
are clearly and communicated
defined and L
communicated
Strategic goals and objectives are clearly defined and L
communicated
Progress toward strategic goals and objectives are clearly L
communicated L
Projects and initiatives support achievement of the strategies L
Strategies support the organization's purpose and vision L
I have enough information to perform my job L
I have the right tools to perform my job L
I receive necessary training to perform my job L
Our leaders provide thoughtful mentoring and facilitation L
Our leaders communicate about important issues clearly and
often L
My manager promotes teamwork L
My manager considers my well being and health as top priority L
My manager consults with me on critical issues affecting my job L
My
My manager
manager encourages
communicateshonest
aboutand open discussion
important issues clearly and L
often
I perform my work according to documented procedures and L
processes M
As
As an
an organization,
organization, we
we use known
promote and
use of recognized standards
structured problem M
solving
As an organization, we promote use of defined process M
improvement techniques
As an organization, we have a documented quality M
management system M
As an organization, we strive to be efficient and low cost M
Our leaders
As an use data
organization, and
we facts to
operate make
using decisions procedures
standardized M
and processes M
I use data and facts to make decisions M
I support and represent the organization's core values P
I am accountable for and measured on team-based results P
I am rewarded on team-based results P
I am accountable for and measured on individual results P
I am rewarded on individual results P
I value ideas and opinions of my associates P
I have career advancement opportunities available to me P
I am provided training opportunities beyond my current job P
I am treated fairly and with respect P
I perform my job with pride P
I recognize and celebrate success P
I value teams and teamwork P
I value my associates' health and well being P
II value
clearlyachievement and my
understand how success
work contributes to the P
organization's success P
I am made to feel like an important asset P
I feel safe to express my ideas and opinions S
I have authority to make job-appropriate decisions S
I do not need management approval for most decisions S
I can go to my manager for help to solve problems S
Our leaders expect us to solve our problems S
Our leaders
As an have anwe
organization, open-door policy structure that supports
have a reporting S
progress and success S
I am expected to solve problems S
Our leaders are not involved in most decisions S
Our leaders allow associates to make many decisions with
autonomy
My manager allows me to make many of the decisions affecting S
my job S
Table of
Contents
Cultural Engagement Action Plan
Cultural Engagement Leader: Date:
Cultural Engagement Title:
Who What
Due
Change
Culture Transformation Activities Dat Status
Leader
e
Leadership support, involvement, and visibility Not Started
Culture change leaders identified and secured Not Started
Culture change team and resources identified an Not Started
Financial resources identified and secured Not Started
Technical resources identified and secured Not Started
Culture change assessment and gap analysis comNot Started
Culture change activities defined Not Started
Culture change communication plan defined Not Started
Culture change reason communicated Not Started
Culture change expectations communicated Not Started
Culture change impact communicated Not Started
Culture change benefits communicated Not Started
Culture change reason communicated Not Started
Purpose, vision, and mission defined and commu Not Started
Core values defined and communicated Not Started
Adoption plan defined Not Started
Training and skill development plan defined Not Started
Measurements for success defined Not Started
Change initiative Not Started
Change initiative Not Started
Change initiative Not Started
nt Action Plan
Table of
Contents
Date:
Other
Comments
Not Started
Not Started
Not Started Processes
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started Scope Showstopper Submitted
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Cultural Engagement Adoption P
Cultural Engagement Leader: Date:
Cultural Engagement Title:
Who What What When
Chang Chang Resistanc Resistan Culture Change
Stakeholde Due
e e e ce Adoption
r(s) Date
Leader Group Level Reason Activities
Table of
Adoption Plan Contents
Date:
When Other
Status Comments
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Cultural Engagement Training Plan
Cultural Engagement Leader: Date:
Cultural Engagement Title:
Analyze - Design - Develop Deliver - Evaluate - Adjust - Validate
Who What When Other Who When
Due Status Traine Participant Duratio
Owner Topic Date
Date Comments r (s) n
Table of
raining Plan Contents
e - Adjust - Validate
How Other
Metho Results
d Comments
Cultural Engagement Table of
Contents
Alignment Matrix
Cultural Engagement Leader: Date:
Entrepreneuri
Total Score
Leadership
Customer
Structure
Method
People
al
Culture Initiatives or Activities
Avoid
Transfer
Mitigate
Accept
Cultural Engagement Meeting Ag
Meeting Subject:
Meeting Objective:
Location/Call-in Number:
Chair: Recorder:
Invited:
Attended:
# Who Meeting Topic Start Duration
1 Review agenda 5 min
2
3
4
5
6 Topics for next meeting/close 10 min
7 Close Meeting 0 min
7
Table of
Meeting Agenda
Contents
Date:
ecorder:
Comments
ting Minutes
Cultural Engagement Issue Plan
Cultural Engagement Leader: Date:
Cultural Engagement Title:
When What Who How
Date Issue Priorit Impa Issue
# Recovery Plan
Raised Description y ct Owner
1
2
3
4
5
6
7
Table of
Issue Plan Contents
When Other
Due Issue
Comments
Date Status
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Not Started
Cultural Engagement Status
Cultural Engagement Title:
Report
Cultural Engagement Overview Metrics
Date:
Culture Strategy:
In Scope: Accomplishments
Out of Scope:
Metrics:
Other:
Not Started
Not Started
Not Started
Not Started
Status Table of
Contents
Status
Not Started
Not Started
Not Started
Not Started
ents
Status
Not Started
Not Started
Not Started
Not Started
Succession Plan
Organization/Function:
Position/Role
Current Holder1st Potential Readiness 2nd Potential
Table of
an Contents
Date:
Readiness Comments