CULTURAL COMMITMENT
ACTION PLAN

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This is your 6 month management action plan based on responses that you entered during the Under the Hood Session. This is meant as a living document which may be editing and re-edited as you see appropriate.

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OUR MEASURABLE BUSINESS PERFORMANCE GOAL

  • Increase revenue by 3009
  • Increase time to market
  • Recruit and retain top talent
  • Make market share

THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT

  • Advocacy Aggressive evangelism of company products, pricing, plans and policies.
  • Faith Trust in management, management plans and management intention, even without empirical evidence. Trust in Spencer’s vision, priorities and sense of urgency as being accurate.
  • Flexibility Rapid acceptance of change.

SIX-MONTH ACTION PLAN

May 2025

FILL THE TANKS

Your culture only has so much energy to give. Doing its regular job uses most of it; anything new comes from whatever is left. A culture will prioritize use of remaining energy to protect itself before protecting the company and its goals. Demand whatever energy you want but fill it up before you do by removing uncertainty in the areas that matter most.

Provide context by reminding your culture what is not changing

THESE ARE GOOD THINGS THAT AREN'T CHANGING

  • Thi

THESE ARE TOUGH THINGS THAT AREN'T CHANGING

  • sasf

THESE ARE BIG THINGS THAT AREN'T CHANGING

  • asf

THESE ARE SMALL THINGS THAT AREN'T CHANGING

  • af

CONDUCT PREDICTABILITY EXERCISES

Within the next 90 days these are the choice points for your culture.

  1. af
  2. afs
  3. afs

Within the next 90 days these are the choke points for your culture.

  1. af
  2. af
  3. af

Within the next 90 days these are the safety checks for your culture.

  1. afs
  2. af
  3. afs

CREATE A SENSE OF SELF

Reinforce what proves your company's purpose, character and personality.

afsaasf

WRITE THE SCRIPT

An employee culture communicates through legends—true stories that the culture considers proof points about the dependable rules of its survival and emotional prosperity. A positive legend will happen whenever you declare what is most important to you and then do something to prove that you mean it. Once something attains legend status it is spread accurately and rapidly, and considered true by everyone within the culture. It is then used to as verification about what is the safest behavior for the culture and passed down as survival information to future generations.

DECLARE YOUR INTENTION

This intention has to be clear and dramatic to set context for the actions that follow. You want to create a clear “said this-did this” linkage for your culture so that it makes the immediate connection.

SUPPORT IT WITH ACTION

The legend-worthy actions that follow have to be significant and provocative to make the point that your intentions are believable. You can change an ineffective process that has always frustrated your culture; adopt a new process that it has always hoped for; respond with extreme enthusiasm to its support of your intention; play the fool and risk your dignity to make a point; or bury your dead (terminated employees) with dignity.

DECLARE YOUR INTENTION

SUPPORT IT WITH ACTION

afafas

asfasfa

June 2025

ASK FOR TRUST A LITTLE AT A TIME

Management is focused on success so you’re always looking forward to see what can be sold next. Your culture is focused on survival so it’s always looking backwards to see what happened to the last thing it was sold – did it work out as promised? Likely it didn’t so your culture isn’t going to be inclined to trust as you want it to, when you want it to.

EXPLAIN WHAT WILL AND WON'T HAPPEN

Within the next 60 days these things will definitely happen.

  1. safaf

  2. afsasf

Within the next 60 days these things will definitely NOT happen.

  1. asfasf

  2. asfafa

REINFORCE WITH MEANING

Your culture likes money but what it wants most is to understand the meaning of the money: Is there a connection between reinforcement of good performance and its increased safety. What your culture cares most about is what money can’t buy – context, predictability and sense of self. The culture uses money to buy this meaning: skip the middleman and give it the meaning.

IDEAS TO REINFORCE WITH MEANING

DO ONE.

  • afasfafaf

July 2025

WRITE THE SCRIPT

DECLARE YOUR INTENTION AND SUPPORT IT WITH ACTION

DECLARE YOUR INTENTION

SUPPORT IT WITH ACTION

afafas

asfasfa

PROVIDE CONTEXT

Provide context by reinforcing what is not changing

THESE ARE GOOD THINGS THAT AREN'T CHANGING

  • Thi

THESE ARE TOUGH THINGS THAT AREN'T CHANGING

  • sasf

THESE ARE BIG THINGS THAT AREN'T CHANGING

  • asf

THESE ARE SMALL THINGS THAT AREN'T CHANGING

  • af

August 2025

CREATE SENSE OF SELF

CREATE A SENSE OF SELF

Reinforce what proves your company's purpose, character and personality.

afsaasf

CONDUCT PREDICTABILITY EXERCISES

CONDUCT PREDICTABILITY EXERCISES

Within the next 90 days these are the choice points for your culture.

  1. af
  2. afs
  3. afs

Within the next 90 days these are the choke points for your culture.

  1. af
  2. af
  3. af

Within the next 90 days these are the safety checks for your culture.

  1. afs
  2. af
  3. afs

ASK FOR TRUST A LITTLE AT A TIME

EXPLAIN WHAT WILL AND WON'T HAPPEN

Within the next 60 days these things will definitely happen.

  1. safaf

  2. afsasf

Within the next 60 days these things will definitely NOT happen.

  1. asfasf

  2. asfafa

September 2025

GET ATTENTION

An employee culture communicates through legends—true stories that the culture considers proof points about the dependable rules of its survival and emotional prosperity. A positive legend will happen whenever you declare what is most important to you and then do something to prove that you mean it. Once something attains legend status it is spread accurately and rapidly, and considered true by everyone within the culture. It is then used to as verification about what is the safest behavior for the culture and passed down as survival information to future generations.

DECLARE YOUR INTENTION AND SUPPORT IT WITH ACTION

DECLARE YOUR INTENTION

SUPPORT IT WITH ACTION

afafas

asfasfa

REINFORCE WITH MEANING

IDEAS TO REINFORCE WITH MEANING

DO ONE.

  • afasfafaf

October 2025

PROVIDE CONTEXT AND CREATE SENSE OF SELF

Provide context by reinforcing what is not changing

THESE ARE GOOD THINGS THAT AREN'T CHANGING

  • Thi

THESE ARE TOUGH THINGS THAT AREN'T CHANGING

  • sasf

THESE ARE BIG THINGS THAT AREN'T CHANGING

  • asf

THESE ARE SMALL THINGS THAT AREN'T CHANGING

  • af

CREATE A SENSE OF SELF

Reinforce what proves your company's purpose, character and personality.

afsaasf

LIGHT THE PATH AHEAD

EXPLAIN WHAT WILL AND WON'T HAPPEN

Within the next 60 days these things will definitely happen.

  1. safaf

  2. afsasf

Within the next 60 days these things will definitely NOT happen.

  1. asfasf

  2. asfafa

Within the next 90 days these are the choice points for your culture.

  1. af
  2. afs
  3. afs

Within the next 90 days these are the choke points for your culture.

  1. af
  2. af
  3. af

Within the next 90 days these are the safety checks for your culture.

  1. afs
  2. af
  3. afs

PREPARE THE PRESSURE TEST

Just when you’ve done everything you’ve committed to, your culture may go crazy on you and act like you’ve not done anything at all. This is a good thing: The culture is beginning to recognize enough of a pattern of empathy, respect and promise-action to consider a revision in its level of commitment to your cloud transition.

It only has a few ways to test whether this is a safe move and one of the easiest is to pretend to walk away – revert to former lower levels of commitment and behavior -- since if you weren’t serious you would abandon the new way of treating it as a tactic that didn’t work. Hold the course here.

The test won’t last long and you’ll come out of the other side with a noticeably increased level of commitment.