MySkillCenter Growing Your Stories for the Future

Culture:
Culture will be impacted by a change itself. As the criteria and compensation change, so will the culture.

Progressing through Change:
The progression of a culture is determined by the ability of the organization to manage change effectively. In order to do so, the following items are recommended prior to implementation and even some points of development:

• Class for leadership on change management
• Discussions with leaders around impacts of change to the individuals, teams, and partnerships
• Class for leaders on communication
• Opportunities for the leaders to demonstrate the ability to adapt to change and lead their teams through change while managing resources

Initiating Continuous Learning:
While criteria for pay and employment may change, one piece should remain constant, the employees ability to learn. As the criteria expands to include skills outside the current expectations, new learning opportunities should be developed or researched in order to accommodate a continuous learning process. The following is a recommended path to facilitate this process (we are already headed here):

• Conduct a needs analysis of organization to determine:
  * Learning styles (Complete)
  * Commitment to organization (Complete)
  * Commitment to learning (In progress)
  * Desire of individuals to advance within organization (In progress)
• Provide a learning plan for each individual that covers the grouped competencies within each role
  Measure success of initial implementation through focus groups with specialists, leaders, leader-of-leaders, and executives.
• Share impact of set learning plan with organization
• Provide training and facilitated discussions to leaders helping them create individual learning plans for themselves. (This is a partnership between our organization and OD…OD started down this path during the last Leadership Summit.)
  Request leaders share plans with their teams and have individuals create plans using the leader plan as an example.
• All training/learning events and assessments should be tracked through a common system (i.e., OnTrack). This would include all new hire, reinforcement, and leader training events.
  * Naming conventions for classes are needed for each Competency and location
  * Responsibility for class creation, tracking, and reporting should be assigned to one member of the local teams and a global resource
  * Rosters for each class should be generated prior to class and closed within 48 hours of the event.

Compensation:
Compensation has a bigger impact on culture than it does on performance. Professional compensation analysts and Human Resource professionals, skilled in budgeting, research, and the current job market should be used to determine what will:

• Encourage applicants to apply
• Provide candidates the opportunity to advance
• Allow for the most effective labor budgeting to occur
• Increase internal transfers
• Decrease external attrition