"People interpret values from their own perspective so define expected behaviors" ZAPPOS

 

Hello Everyone
  

I hope the summer months have been good to you. I have been offline for a few months working with a colleague (Jason Bekdashe from Transparent C) on a new culture project. We have high hopes of unveiling  a meaningful culture strategy later this year. We are leveraging years of culture assessment work, data and research to help leaders better manage culture. Our dream with this project is not to have all the answers, but to simplify how to lead business culture. Can you imagine making culture easier to focus on in real time? It will also be an exceptional tool to underpin the evolutionary culture process in any company. We are excited, and I promise to keep you updated on the project.


Does Mass Engagement Strategies Mean Culture Success? I think Not.

Throughout my journey thus far, I have learned many things about culture and strategy- the most important being 'strategy must support culture'. Simple to write, not so easy to execute. Why? Culture is complicated and more difficult to understand and monitor compared to typical operating systems or guiding polices. Culture is based on emotional connection: how a person belongs and contributes to an organization or business. I believe this is a critical component to designing a successful culture. Today many companies are implementing mass engagement strategies, but does this approach allow for a meaningful emotional connection?

  

Have you ever wondered why companies implement mass engagement strategies? These strategies blanket everyone the same in hopes to generate more  work satisfaction, loyalty and performance. Some examples include casual Fridays, Pot Luck Wednesdays, forming social committees, having company baseball teams, planning company golf tournaments, etc. These mass strategies do serve a purpose, however we have to know what that purpose is before  we utilize them. Research from many sources, including our own, determine  this type of strategy does create some sort of appreciation and happiness, but provides minimal impact on engagement and culture success. In fact, at times, mass strategies can create feelings of entitlement if the application does not align with company values.

  

True culture success is driven not by what you give to employees, but what you create: when staff know how they belong and their contributions are valued, an emotional connection begins to form growing confidence, trust, ownership and ultimately, loyalty.

  

People need to be valued on a individual level as well as an organizational level. People desire to be seen and valued for who they are, the talents and skill that make them special.

  

The 5 High Reliability Culture Drivers we use in our assessments have always helped align engagement with loyalty to ensure any strategy implemented is successful and meaningful. The following questions positioned by each culture driver can help leadership teams think through creating that "employee emotional connection".


 

  1. Leadership Driver
    • When you are leading culture, how do you help each employee grow to their potential?
  2. Collaboration Driver
    • When building teams, how do you move individuals from self-awareness to team awareness without losing a focus on individual growth?
  3. Communication Driver
    • How intentional is the leadership communication strategy? Do leaders seek out feedback on employee challenges regularly? If so, what do they do with the information?
  4. Engagement Driver
    • How do you motivate your people? Is it working? How do you measure it?
  5. Accountability Driver
    • Does every employee know how company success is measured and how individual success is measured?
 

We are all human. In any given organization we make up the human operating system and at the cellular level we want to be seen and appreciated for our individual strengths. Honoring individuality provides the most meaningful human connection. That connection will ultimately decide the success or failure of your culture.

 

Warmly;

Bea

 

BMG High Reliability Culture Assessment
Industry Proven

Take care of your people and your people will take care of your business

The BMG Culture Assessment is an intuitive multidimensional and one of a kind process. This unique process draws out Key information helping companies design a High Reliability culture by leveraging what truly matters.


 

  


 

   

 

If you are curious about the High Reliability Assessment give us a call. Phone 780-221-4232

 

Warmly;

Bea (Baya) 


September 2014

Engagement Data
96% of leaders think culture change is needed in their company


 

Booz & Company 2014

Monthly Activities and BIO
September Update: 

Winnifred Stewart Duncan and Craig Laurel awards


August Update: 
Working on a new Culture Tool to be revealed Winter 2014.
  
July Update: 
En Blanc Dinner in Edmonton
  
June Update:
BMG leadership retreat.

May Update: 

Alberta Venture 2014 Best Workplaces Conference and Awards. Bea is speaking about radical, new and innovative HR strategies from around the world.


April Update:

Bea moves into the role as President of the

Winnifred Stewart Association

March Update:
Honoured to interview Nicole Farley on Stage at the Dexio Conference. She is pure inspiration.
  
February Update:
Founding Mentor of the University of Alberta Venture Mentoring Services.
  
  
January Update
Bea is honoured to be recognized as one of the top 100 Women in Business.

 

 Top 100 Women in Business

 

Building High Reliability

  
Bea Bohm-Meyer is founder of  The Bohm-Meyer Group, a team dedicated to helping companies leverage corporate culture. Bea has 20 years experience in corporate culture design and transformation. She is known for developing a highly successful corporate culture assessment process that identifies key opportunities for employee engagement and business performance.
  
Bea's  ability to help companies design a strong management infrastructure and performance culture, by getting people moving in the same direction, provides a tremendous competitive advantage. Her experience studying and working with high reliability industries such as aviation and aerospace has guided her to believe, "when a company focuses on its culture, performance becomes second nature".
  
Bea is one of Edmonton's Fab 5 and a founding member of the Amazing Ladies. If you ask her  son Liam what his mom does for a living, he will tell you, "She makes the world a better place one company culture at a time." -True story.
 
Great Reads

Leaders Eat Last 

Author: Simon Sinek 

Publisher: Portfolio Hardcover 

Publication Date: January 7, 2014 

Great Organizations
 
Winnifred Stewart building Dreams Gala October 17, 2014
 
In support of the GentleCare Centre of Excellence model for Albertans with Alzheimer's
  

Since its establishment in 1953, WSA has evolved, grown, and empowered countless individuals with disabilities to discover their goals and dreams. Through exploration, experience, and sharing stories, Winnifred Stewart Association helps to facilitate meaningful relationships in order to build natural supports in an individual's chosen community. We support individuals with disabilities to realize their goals, and desires, and help to make the resources available and accessible for them to lead fulfilling lives.

Contact:
Bohm-Meyer Group
Call: 780-221-4232


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