Improve

Let’s review the suggested cultural blueprints implementation plan.

The Building owner is the CEO.

Deliverables from Leader Champions are plumbing, hvac, electric, lighting.

Generate Ideas: Build your box.

Select Ideas: Six steps Continuous Improvement Process (CIP).

Select Ideas: CIP.

Leaders Role: Environmentalist. Everyone’s creative. Organize to maximize. Your idea is separate from your identity.

All collaborative efforts by executive leaders and the cross-functional teams should revolve around simple, focused, energetic, creative, visionary, and scalable outcomes – blueprints for an organizationally vibrant culture.

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How to execute next steps to convert theory into reality

Big picture involvement:

Five foundational ownership tracts; 19 total blueprints.

One owner of everything, the CEO.

Up to ten Champions selected from CEO Cabinet; two Champions for each of the five ownership tracts (Leaders, Employees, Customers, Reputation, Improve). Some Cabinet members may be responsible for two ownership tracts.

Ten assistant champions selected from your best, most passionate leaders in Human Resources, Labor Relations, Employee Relations, Compliance, Employment, Marketing, Public Relations, Communications. Assistant Champions should only focus on one ownership tract.

From 15-30 advocate teams selected from every employee, at every level, in every department. This is three to five team advocates per ownership tract.

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Owner

• CEO

Champions

• C-Level Executive (always have two, to solve for unexpected absences)
• Provides vision, inspiration, commitment

Assistant Champions

• Cross-functional pair from Human Resources, Labor Relations, Employee Relations, Compliance, Employment, Marketing, Public Relations, Communications.
• Always have two, to solve for unexpected absences
• Provides involvement, accountability, commitment
• For unexpected absences, always be grooming the replacement from the Advocate Team.

Advocate Teams

• Created from any employee, at any level, in every department
• 3-6 total per team recommended
• Cross-functional
• Provides energy, enthusiasm, effort, commitment

Final blueprint

• Create action steps
• Review, organize notes
• Create plan
• Discuss
• Summarize
• Create final blueprint
• Present to CEO and Cabinet

Develop and deliver campaign

• Goals/deliverables
• Assign roles
• Timeline
• Accountability

Misc

• Manage project scope creep
• Prepare contingency plans for project disruptions
• Always be grooming replacement/succession

Continuous Improvement

• Manage health of all teams
• Grow team bench
• Measure
• Celebrate
• Share
• Historian documents growth, change, transformation

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Cultural Transformation Next Steps after Executive engagement (2-days with 19 cultural blueprints)

Traditional blueprint assignments:

Leaders: CEO, Human Resources, Labor Relations, Employee Relations; one of these four owns total responsibility.

Employees: HR & Marketing (Employment, Training & Development, Communications, Recognition)

Customers: CCO (Chief Customer Officer), HR (Orientation, OJT, Ongoing Training)

Reputation: HR (Training) Marketing & PR (Communications)

Improve: CEO, HR, Marketing

Notes:
We started with senior leadership because you are the most connected and experienced with the organization’s strategy. You know things no other levels know.

Recommend creating a corporate Historian (including video/photo library) to work with and assist all other areas to make key links and connections to the founder’s story, heritage & traditions, traits and behaviors, language and symbols, and shared values.

The most natural things to feel about uncharted territory: doubt, fear, anxiety, confusion, excitement, joy, relief, hope, motivation.

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IMPROVE (functionality – plumbing, electric, hvac, lighting, etc)

16. (Generate Ideas) Build your corporate box and think inside it.
17. (Select ideas) Use process mapping, 360 analysis, financials, surveys, etc
18. (Implement ideas) Develop a corporate framework for Continuous improvement (CIP); a literal six sigma for dummies.
19. (Leader’s Role) Create environment where great ideas have no choice but to flourish. Everyone is creative, your ideas are separate from your identity, “yes, and”.

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This website is about our HOME. This is the fifth of five daily, differently-themed blog posts about: (1) mind, (2) body, (3) spirit, (4) work, (5) home. To return to Mid Life Celebration, the site about MIND, click here.

jeff noel’s Disney Creativity and Innovation Basics Will Challenge You

Who pushes you and your organization to do your best work?

Does overwhelm and urgency drive most of your days?

Are you satisfied with your cultural and personal creativity and innovation framework?

Do most days feel like you’re playing whack-a-mole on a corporate scale?

If you cleared your calendar from distraction for an entire day, what would you focus on and why?

If you could wave a Magic Wand, it would provide the corporate architecture for building better answers.

Jeff’s four world-class creativity and innovation basics provide a brilliantly simple blueprint for better days, better outcomes, and better health – organizationally and personally.

Creativity and Innovation Basics

What’s the foundational difference between creativity and innovation?

Is everyone creative? (Answer: Yes.)

Why is the critical brainstorming karma focused on separating individual identity from each idea?

Why must organizational creativity have parameters?

Why is thinking outside the box flawed thinking and what can you do about it?

Jeff’s creativity and innovation architecture provides the transformational template for organizational and personal vibrancy.

Every employee, at every level, in every company will walk away equipped with catalytic creativity and innovation DNA to solve their unsolvables.

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This website is about our HOME. This is the fifth of five daily, differently-themed blog posts about: (1) mind, (2) body, (3) spirit, (4) work, (5) home. To return to Mid Life Celebration, the site about MIND, click here.