WorkPlace Plus – Because People Are the “Root Cause” of Superior Performance

Shared Workplace Values

Input to People Values Oriented Company Policies

1. People are treated with uncompromising truth

2. Trust is lavished on all associates

3. Unselfish Mentoring is common

4. There is respect for new ideas, regardless of origin

5. People take risks for the organizations sake

6. Credit is given where it is due

7. People do not touch dishonest dollars

8. People put the interests of others before their own

Input 1

Individual Values

and Attitude Survey -Sample or 100%

Input 2

Your Business Objectives and Current Status

WorkPlace+ Workshop Computer Assisted Facilitated Workshop to Build Consensus on Responsive Action Plan to Results (7-15 Managers)

Output = Report

Management Work-Plan to address gaps in workplace values.

“With Buy-in, Built-in”

Objective of HsG Workplace Plus

To maximize the use of participant time needed too achieve consensus among an organizations’ executives as to what the workplace value support priorities should be for the coming year (or planning period). The use of Computer Assisted Facilitation and structured Strategic Action Planning methods ensure that the Retreat Agenda is completed in a timely manor, with all issues appropriately addressed.

In addition to being a valuable business concept, Shared Values has been developed into a complete set of workplace assessment tools by The Lebow Companies. The overall system is call the Shared Values Process and Operating System.

Workers want to feel that they are trusted and appreciated, that they contribute to their organization's success in productive and recognizable ways. They want a workplace where truth honesty and respect are involved in all business conducted within and by their organizations. If members of an organization are given the opportunity to work in such a place, they will act "Heroically" as a natural course of events.

Rod Lebow's "A Journey into a Heroic Environment" is the foundation of a program that can be used for training, culture change, or organizational transformation. The journey begins with a powerful presentation on "Shared Values:"

• Treat others with uncompromising truth
• Lavish trust on your associates
• Mentor unselfishly
• Be receptive to new ideas, regardless of their origin
• Take personal risks for the organizations' sake.
• Give credit where it's due.
• Do not touch dishonest dollars
• Put the interests of others before your own.

When You Need Information to

Make A Difference . . . .

HsG Survey on Retreats – Your Views

Participation Builds Buy-In at every level and in every function, the people within an organization are the ones most critical to the development and maintenance of its capabilities. Outside experts can provide valuable input, however internal buy-in is the critical ingredient to ACTION.

Input to People Values Oriented Company Policies

Each value is followed by the behaviors, which Lebow’s research found would be indicative of the value being regularly supported in the workplace

1. People are treated with uncompromising truth

People deserve the truth and when they haven't received it, they feel betrayed and disempowered.

1. Issues are discussed within 24 hrs

2. People ask for permission to communicate "Is this a good time to talk?"

3. People are approached in a non-threatening way

4. Straight talking, without hurting feelings is used

5. Requests are made instead of complaints

2. Trust is lavished on all associates

Trust in the workplace is a two-way street that requires timely reporting. People are trusted to take on new responsibilities, to ask questions and to carry out agreements.

1. In giving- the other person is given a clear picture of the expected

2. In giving- both parties agree on completion time how "finished" looks

3. In giving- Everything that can be done to support the person is done.

4. In giving- The assigned person is "trusted" to complete the task

5. In receiving- You agree to tasks

6. In receiving- You restate the request in your own words

7. In receiving- You are willing(permitted) to ask for help

3. Unselfish Mentoring is common

Mentoring is a sharing of information to the people we report to, to the people we work with and to the people who report to us.

1. In Mentoring- The mentor receives permission to mentor the protege

2. In Mentoring- Knowledge is shared in a befriending way

3. In Mentoring- The protege's interest is put before the mentor's

4. For Protege-You give permission to be mentored

5. For Protege-You are open and receptive to new ideas

6. For Protege-You are willing to be mentored by everyone/anyone

4. There is respect for new ideas, regardless of origin

New Ideas are the lifeblood on an organization. To be successful, a company must acknowledge that it cannot "see" everything.

1. We listen with open minds

2. We listen in a non-judgmental way - regardless of the origin

3. Ideas are restated in listener’s own words for clarification

4. Questions are asked for the success of the Idea

5. Agreement is reached for follow-up, w/agreed-to outcome or action

5. People take risks for the organizations sake

Taking risks for the organization's sake means acting on one's beliefs or stepping forward with new ideas, whether or not they are popular. People share valuable information with the group in order to protect and support the organization.

1. People are willing to share ideas that might be unpopular

2. You are willing to speak up even when you know you might be wrong

3. People are willing to forge ahead when right, even when unpopular

4. Others are recognized and supported when the step forward with ideas

5. Common sense is used, actions are appropriate for the situation

6. Credit is given where it is due

People need to feel appreciated every day and they need to see fairness of the credit given.

1. Praise for others, when given, is appropriate and genuine

2. Praise/Credit is given immediately for small jobs as well as large

3. Credit is fairly given to everyone, regardless of his or her role in org

4. Timely and appropriate credit(feedback) is given for substandard actions

7. People do not touch dishonest dollars

Dishonesty has many faces, people feel pride in an organization build upon honesty and integrity. It means giving and honest day's work and working toward the highest level of quality service and quality products.

1. There is a common awareness of pride in the products and services

2. Individuals have personal standards on honesty that are non-negotiable

3. The organizations’ values and standards are clear and supported

4. Everyone is prepared to take action if they see dishonest dollars

8. People put the interests of others before their own

People continually ask themselves, "what or whom am I rooting for?" Putting others first adds vitality to both the individual and the organization.

1. Everyone is willing to put the interest of others before their own

2. You are willing to put the interest of others before your own

3. People "root" for success of others if there is nothing in it for them

4. People support others in acting upon the organizations' values everyday