OUR MEASURABLE BUSINESS PERFORMANCE GOAL
- Increase cloud sales by 10M
- Increase margin by 300/unit
- Implement named strategy
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
- Accountability Ownership for performance and willingness to constantly learn, including learning from mistakes.
- Emotional Commitment Company success becomes personal cause, discretionary effort and innovation to reach goals.
- Energy Highest levels of productivity, on-demand additional dedication.
- Faith Trust in management and management plans, even without empirical evidence to support either.
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Something cooler
- Movies are awesome
TOUGH THINGS THAT AREN'T CHANGING
- Taxes are not cool
- Death
BIG THINGS THAT AREN'T CHANGING
- Sky
- Ocean is always changing
SMALL THINGS THAT AREN'T CHANGING
- Atoms
- Molecules bouncing around
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Success |
Celebrate with everyone |
|
Failure |
Forget everyone |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Integrity and Passion
WRITE THE SCRIPT
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 |
|---|---|
|
Declaring these intention |
Supporting them |
|
Say you will do it |
Do it |
May 2023
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.
-
This absolutely will change a bunch
-
This too
Within the next 60 days these things will definitely NOT happen.
-
This absolutely will not change
-
This too
Within the next 90 days these are the choice points for your culture.
- Choice 1
- Chouce 2
- Choice 3
Within the next 90 days these are the choke points for your culture.
- Choke 1
- Choke 2
- Choke 3
Within the next 90 days these are the safety checks for your culture.
- Saftery 1
- Safety 3
- Safety 2
REINFORCE WITH MEANING
REINFORCE MEANING
- Say things like ... you're so awesome
- Offer sexual favors
June 2023
WRITE THE SCRIPT
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 |
|---|---|
|
Declaring these intention |
Supporting them |
|
Say you will do it |
Do it |
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
This absolutely will change a bunch
-
This too
Within the next 60 days these things will definitely NOT happen.
-
This absolutely will not change
-
This too
Within the next 90 days these are the choice points for your culture.
- Choice 1
- Chouce 2
- Choice 3
Within the next 90 days these are the choke points for your culture.
- Choke 1
- Choke 2
- Choke 3
Within the next 90 days these are the safety checks for your culture.
- Saftery 1
- Safety 3
- Safety 2
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Something cooler
- Movies are awesome
TOUGH THINGS THAT AREN'T CHANGING
- Taxes are not cool
- Death
BIG THINGS THAT AREN'T CHANGING
- Sky
- Ocean is always changing
SMALL THINGS THAT AREN'T CHANGING
- Atoms
- Molecules bouncing around
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Success |
Celebrate with everyone |
|
Failure |
Forget everyone |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Integrity and Passion
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.
-
This absolutely will change a bunch
-
This too
Within the next 60 days these things will definitely NOT happen.
-
This absolutely will not change
-
This too
Within the next 90 days these are the choice points for your culture.
- Choice 1
- Chouce 2
- Choice 3
Within the next 90 days these are the choke points for your culture.
- Choke 1
- Choke 2
- Choke 3
Within the next 90 days these are the safety checks for your culture.
- Saftery 1
- Safety 3
- Safety 2
REINFORCE WITH MEANING
REINFORCE MEANING
- Say things like ... you're so awesome
- Offer sexual favors
August 2023
GET ATTENTION
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 |
|---|---|
|
Declaring these intention |
Supporting them |
|
Say you will do it |
Do it |
REINFORCE WITH MEANING
REINFORCE MEANING
- Say things like ... you're so awesome
- Offer sexual favors
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Something cooler
- Movies are awesome
TOUGH THINGS THAT AREN'T CHANGING
- Taxes are not cool
- Death
BIG THINGS THAT AREN'T CHANGING
- Sky
- Ocean is always changing
SMALL THINGS THAT AREN'T CHANGING
- Atoms
- Molecules bouncing around
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Success |
Celebrate with everyone |
|
Failure |
Forget everyone |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Integrity and Passion
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
This absolutely will change a bunch
-
This too
Within the next 60 days these things will definitely NOT happen.
-
This absolutely will not change
-
This too
Within the next 90 days these are the choice points for your culture.
- Choice 1
- Chouce 2
- Choice 3
Within the next 90 days these are the choke points for your culture.
- Choke 1
- Choke 2
- Choke 3
Within the next 90 days these are the safety checks for your culture.
- Saftery 1
- Safety 3
- Safety 2
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
WRITE THE SCRIPT
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 |
|---|
May 2023
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
June 2023
WRITE THE SCRIPT
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 |
|---|
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
August 2023
GET ATTENTION
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 |
|---|
REINFORCE WITH MEANING
REINFORCE MEANING
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
- Increase revenue by 30M
- Take market share and hold it without reducing margin
- Recruit and/or retain top talent
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
- Emotional Commitment Company success becomes personal cause, discretionary effort and innovation to reach goals.
- Faith Trust in management and management plans, even without empirical evidence to support either.
- Resiliency Undeterred by setbacks and working in circumstances where all is not known, fast return from exhaustion.
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Life
- Love
TOUGH THINGS THAT AREN'T CHANGING
- Pain
- Suffering
BIG THINGS THAT AREN'T CHANGING
- Ocean
- Sky
SMALL THINGS THAT AREN'T CHANGING
- Termites
- Dust
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
This could happen |
We would do this |
|
This is another thing that could happen |
We would do this |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Character and Personality of course
WRITE THE SCRIPT
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 |
|---|---|
|
Declare intention |
Support it |
|
Declare another intention |
Support it .. genius |
May 2023
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.
-
This
-
That
Within the next 60 days these things will definitely NOT happen.
-
Another thing
-
This thing
Within the next 90 days these are the choice points for your culture.
- Choice 1
- Choice 2
- Choice 3
Within the next 90 days these are the choke points for your culture.
- Choke 1
- Choke 2
- Choke 3
Within the next 90 days these are the safety checks for your culture.
- Safety 1
- Safety 2
- Safety 3
REINFORCE WITH MEANING
REINFORCE MEANING
- Parades
- Concerts
- Lights
June 2023
WRITE THE SCRIPT
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 |
|---|---|
|
Declare intention |
Support it |
|
Declare another intention |
Support it .. genius |
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
This
-
That
Within the next 60 days these things will definitely NOT happen.
-
Another thing
-
This thing
Within the next 90 days these are the choice points for your culture.
- Choice 1
- Choice 2
- Choice 3
Within the next 90 days these are the choke points for your culture.
- Choke 1
- Choke 2
- Choke 3
Within the next 90 days these are the safety checks for your culture.
- Safety 1
- Safety 2
- Safety 3
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Life
- Love
TOUGH THINGS THAT AREN'T CHANGING
- Pain
- Suffering
BIG THINGS THAT AREN'T CHANGING
- Ocean
- Sky
SMALL THINGS THAT AREN'T CHANGING
- Termites
- Dust
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
This could happen |
We would do this |
|
This is another thing that could happen |
We would do this |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Character and Personality of course
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.
-
This
-
That
Within the next 60 days these things will definitely NOT happen.
-
Another thing
-
This thing
Within the next 90 days these are the choice points for your culture.
- Choice 1
- Choice 2
- Choice 3
Within the next 90 days these are the choke points for your culture.
- Choke 1
- Choke 2
- Choke 3
Within the next 90 days these are the safety checks for your culture.
- Safety 1
- Safety 2
- Safety 3
REINFORCE WITH MEANING
REINFORCE MEANING
- Parades
- Concerts
- Lights
August 2023
GET ATTENTION
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 |
|---|---|
|
Declare intention |
Support it |
|
Declare another intention |
Support it .. genius |
REINFORCE WITH MEANING
REINFORCE MEANING
- Parades
- Concerts
- Lights
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Life
- Love
TOUGH THINGS THAT AREN'T CHANGING
- Pain
- Suffering
BIG THINGS THAT AREN'T CHANGING
- Ocean
- Sky
SMALL THINGS THAT AREN'T CHANGING
- Termites
- Dust
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
This could happen |
We would do this |
|
This is another thing that could happen |
We would do this |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Character and Personality of course
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
This
-
That
Within the next 60 days these things will definitely NOT happen.
-
Another thing
-
This thing
Within the next 90 days these are the choice points for your culture.
- Choice 1
- Choice 2
- Choice 3
Within the next 90 days these are the choke points for your culture.
- Choke 1
- Choke 2
- Choke 3
Within the next 90 days these are the safety checks for your culture.
- Safety 1
- Safety 2
- Safety 3
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
- Increase cloud sales by 100,000,000,000
- Increase revenue by 1234570909
- Make market share
- Recruit and/or retain top talent
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
- Accountability Ownership for performance and willingness to constantly learn, including learning from mistakes.
- Advocacy Aggressive evangelism of company products, pricing, plans and policies.
- Emotional Commitment Company success becomes personal cause, discretionary effort and innovation to reach goals.
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
- ljhnxwlahd;je;
TOUGH THINGS THAT AREN'T CHANGING
- SXn;.snx/qskjms/;kj
BIG THINGS THAT AREN'T CHANGING
- ndx.lnsw;js
SMALL THINGS THAT AREN'T CHANGING
- xjnsl.ndxz;j
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
xns;xnm;sj;wq |
zsjhqhnhnQHN |
|
QSNQKN;QJQJ |
JNAL. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
N CXL,WND;.WKJNDS;JW3;
WRITE THE SCRIPT
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 |
|---|---|
|
X,JNWSL.DXNWE;DJN;E |
XDJNWSLHNDLWHDL |
May 2023
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.
Within the next 60 days these things will definitely NOT happen.
Within the next 90 days these are the choice points for your culture.
- VNB,B,LJ
- BVMV,HBG
- VBKMHVG,LJGB
Within the next 90 days these are the choke points for your culture.
- MBN,JB.H;.
- MB .B.KJH
- V ,LJGB;H;PIU
Within the next 90 days these are the safety checks for your culture.
- NB ,
- JNHHN;H
- JHN;.HJ;J
REINFORCE WITH MEANING
REINFORCE MEANING
- BVCKHMVGLHLUYH
June 2023
WRITE THE SCRIPT
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 |
|---|---|
|
X,JNWSL.DXNWE;DJN;E |
XDJNWSLHNDLWHDL |
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
Within the next 90 days these are the choice points for your culture.
- VNB,B,LJ
- BVMV,HBG
- VBKMHVG,LJGB
Within the next 90 days these are the choke points for your culture.
- MBN,JB.H;.
- MB .B.KJH
- V ,LJGB;H;PIU
Within the next 90 days these are the safety checks for your culture.
- NB ,
- JNHHN;H
- JHN;.HJ;J
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
- ljhnxwlahd;je;
TOUGH THINGS THAT AREN'T CHANGING
- SXn;.snx/qskjms/;kj
BIG THINGS THAT AREN'T CHANGING
- ndx.lnsw;js
SMALL THINGS THAT AREN'T CHANGING
- xjnsl.ndxz;j
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
xns;xnm;sj;wq |
zsjhqhnhnQHN |
|
QSNQKN;QJQJ |
JNAL. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
N CXL,WND;.WKJNDS;JW3;
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.
Within the next 60 days these things will definitely NOT happen.
Within the next 90 days these are the choice points for your culture.
- VNB,B,LJ
- BVMV,HBG
- VBKMHVG,LJGB
Within the next 90 days these are the choke points for your culture.
- MBN,JB.H;.
- MB .B.KJH
- V ,LJGB;H;PIU
Within the next 90 days these are the safety checks for your culture.
- NB ,
- JNHHN;H
- JHN;.HJ;J
REINFORCE WITH MEANING
REINFORCE MEANING
- BVCKHMVGLHLUYH
August 2023
GET ATTENTION
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 |
|---|---|
|
X,JNWSL.DXNWE;DJN;E |
XDJNWSLHNDLWHDL |
REINFORCE WITH MEANING
REINFORCE MEANING
- BVCKHMVGLHLUYH
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
- ljhnxwlahd;je;
TOUGH THINGS THAT AREN'T CHANGING
- SXn;.snx/qskjms/;kj
BIG THINGS THAT AREN'T CHANGING
- ndx.lnsw;js
SMALL THINGS THAT AREN'T CHANGING
- xjnsl.ndxz;j
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
xns;xnm;sj;wq |
zsjhqhnhnQHN |
|
QSNQKN;QJQJ |
JNAL. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
N CXL,WND;.WKJNDS;JW3;
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
Within the next 90 days these are the choice points for your culture.
- VNB,B,LJ
- BVMV,HBG
- VBKMHVG,LJGB
Within the next 90 days these are the choke points for your culture.
- MBN,JB.H;.
- MB .B.KJH
- V ,LJGB;H;PIU
Within the next 90 days these are the safety checks for your culture.
- NB ,
- JNHHN;H
- JHN;.HJ;J
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
WRITE THE SCRIPT
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 |
|---|---|
May 2023
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
June 2023
WRITE THE SCRIPT
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 |
|---|---|
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
August 2023
GET ATTENTION
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 |
|---|---|
REINFORCE WITH MEANING
REINFORCE MEANING
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
WRITE THE SCRIPT
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 |
|---|---|
May 2023
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
June 2023
WRITE THE SCRIPT
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 |
|---|---|
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
August 2023
GET ATTENTION
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 |
|---|---|
REINFORCE WITH MEANING
REINFORCE MEANING
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
- Increase cloud sales by 30%
- Increase revenue by 20%
- Increase margin by 10%
- Make market share
- Protect market share
- Take market share and hold it without reducing margin
- Recruit and/or retain top talent
- Implement named strategy
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
- Evangelism Promotion of cloud to others.
- Resiliency Undeterred by setbacks and working in circumstances where all is not known, fast return from exhaustion.
- Patience Tolerance of conditions where not everything is figured out yet.
- Trust Belief in management, leadership and company intentions.
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
- name
- management
- comp plan
- process is not changing
- vendors not changing
- deal registration
- focus on customers
- mission statement
- brand
- head count
TOUGH THINGS THAT AREN'T CHANGING
- deal registration
- targets
- margin targets
- suppliers
BIG THINGS THAT AREN'T CHANGING
- same goods & service to same customers
- core business
SMALL THINGS THAT AREN'T CHANGING
- location
- facilities (scotchies)
- your work physical environment
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Spin off of a net new business |
create knowledge within the existing business |
|
People do not understand the change |
educate, constant reinforcement, sell what is not changing, all of the same good things apply |
|
The change does not work (does not resonate with partners) |
have a failure model in place that everyone knows. Could take resources from existing business. Advertise monitoring of the business change. Why have we done this. What are we going to do with this. What is going to occur if success or not success... |
|
Failure to recognise previous achievement & contribution |
recognition of core talent, award agility, sell positives of change (and what has not changed). Nurture survival and emotional prosperity aspects of culture. |
|
what ever happens |
communication & reiteration of what is not changing and distill what is. |
|
Things are just BAU - not a success or a failure |
ensure that this is part of the plan too, communicate this. Remember that culture is neurotic. |
|
If we over achieve |
Articulate a plan, reiterate. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
What people will say about you at the BBQ? presidents club, rewarding success... recognition for high achievers...
The fact that there are lots of photos for the family club concept. Involvement in the internal recognition schemes, not just having them.
If a company is large, this is sometimes something that people will talk about at the BBQ - something that they are proud of.
help people be successful, involvement in a positive journey
Identification with boutique
cloud native, customer obsessed & technology focused
WRITE THE SCRIPT
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 |
|---|---|
|
creating a new service line - connect |
taking innovation to the innovators - owning the innovation. |
|
set up a new CRM system |
challenge the team and do something self depreciating - wear the pink outfit. It needs to be uncomfortable for the person doing it. |
|
Picking up the work of someone that has a family emergency / cannot work |
complete their tasks to your own detriment... |
|
win a deal against something that almost signed and sealed |
supporting your partnerships, not wavering from your strengths. |
|
Chuck all your own hardware out the window |
demonstrate commitment to cloud |
|
demonstrate DR in front of everyone |
walk into data centre and pull out random plugs |
May 2023
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.
Within the next 60 days these things will definitely NOT happen.
Within the next 90 days these are the choice points for your culture.
- Talk cloud first
- ensure there is opex not capex in the quote
Within the next 90 days these are the choke points for your culture.
- client does not want cloud
- cannot answer questions
Within the next 90 days these are the safety checks for your culture.
- are you using certain terms, opex annuity
- check lists for new business and quotes and SOWs
REINFORCE WITH MEANING
REINFORCE MEANING
- bottle of wine with some sort of meaning to each employee, spend the year gathering and buying them. Named like their name
- email late at night or very early recognising great performance
- hand written note when you do something well
- putting your neck out award - giraffe
- generically give special awards
- MAD award - making a difference
- WOW - win of the week
- HHH - get vouchers
June 2023
WRITE THE SCRIPT
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 |
|---|---|
|
creating a new service line - connect |
taking innovation to the innovators - owning the innovation. |
|
set up a new CRM system |
challenge the team and do something self depreciating - wear the pink outfit. It needs to be uncomfortable for the person doing it. |
|
Picking up the work of someone that has a family emergency / cannot work |
complete their tasks to your own detriment... |
|
win a deal against something that almost signed and sealed |
supporting your partnerships, not wavering from your strengths. |
|
Chuck all your own hardware out the window |
demonstrate commitment to cloud |
|
demonstrate DR in front of everyone |
walk into data centre and pull out random plugs |
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
Within the next 90 days these are the choice points for your culture.
- Talk cloud first
- ensure there is opex not capex in the quote
Within the next 90 days these are the choke points for your culture.
- client does not want cloud
- cannot answer questions
Within the next 90 days these are the safety checks for your culture.
- are you using certain terms, opex annuity
- check lists for new business and quotes and SOWs
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
- name
- management
- comp plan
- process is not changing
- vendors not changing
- deal registration
- focus on customers
- mission statement
- brand
- head count
TOUGH THINGS THAT AREN'T CHANGING
- deal registration
- targets
- margin targets
- suppliers
BIG THINGS THAT AREN'T CHANGING
- same goods & service to same customers
- core business
SMALL THINGS THAT AREN'T CHANGING
- location
- facilities (scotchies)
- your work physical environment
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Spin off of a net new business |
create knowledge within the existing business |
|
People do not understand the change |
educate, constant reinforcement, sell what is not changing, all of the same good things apply |
|
The change does not work (does not resonate with partners) |
have a failure model in place that everyone knows. Could take resources from existing business. Advertise monitoring of the business change. Why have we done this. What are we going to do with this. What is going to occur if success or not success... |
|
Failure to recognise previous achievement & contribution |
recognition of core talent, award agility, sell positives of change (and what has not changed). Nurture survival and emotional prosperity aspects of culture. |
|
what ever happens |
communication & reiteration of what is not changing and distill what is. |
|
Things are just BAU - not a success or a failure |
ensure that this is part of the plan too, communicate this. Remember that culture is neurotic. |
|
If we over achieve |
Articulate a plan, reiterate. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
What people will say about you at the BBQ? presidents club, rewarding success... recognition for high achievers...
The fact that there are lots of photos for the family club concept. Involvement in the internal recognition schemes, not just having them.
If a company is large, this is sometimes something that people will talk about at the BBQ - something that they are proud of.
help people be successful, involvement in a positive journey
Identification with boutique
cloud native, customer obsessed & technology focused
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.
Within the next 60 days these things will definitely NOT happen.
Within the next 90 days these are the choice points for your culture.
- Talk cloud first
- ensure there is opex not capex in the quote
Within the next 90 days these are the choke points for your culture.
- client does not want cloud
- cannot answer questions
Within the next 90 days these are the safety checks for your culture.
- are you using certain terms, opex annuity
- check lists for new business and quotes and SOWs
REINFORCE WITH MEANING
REINFORCE MEANING
- bottle of wine with some sort of meaning to each employee, spend the year gathering and buying them. Named like their name
- email late at night or very early recognising great performance
- hand written note when you do something well
- putting your neck out award - giraffe
- generically give special awards
- MAD award - making a difference
- WOW - win of the week
- HHH - get vouchers
August 2023
GET ATTENTION
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 |
|---|---|
|
creating a new service line - connect |
taking innovation to the innovators - owning the innovation. |
|
set up a new CRM system |
challenge the team and do something self depreciating - wear the pink outfit. It needs to be uncomfortable for the person doing it. |
|
Picking up the work of someone that has a family emergency / cannot work |
complete their tasks to your own detriment... |
|
win a deal against something that almost signed and sealed |
supporting your partnerships, not wavering from your strengths. |
|
Chuck all your own hardware out the window |
demonstrate commitment to cloud |
|
demonstrate DR in front of everyone |
walk into data centre and pull out random plugs |
REINFORCE WITH MEANING
REINFORCE MEANING
- bottle of wine with some sort of meaning to each employee, spend the year gathering and buying them. Named like their name
- email late at night or very early recognising great performance
- hand written note when you do something well
- putting your neck out award - giraffe
- generically give special awards
- MAD award - making a difference
- WOW - win of the week
- HHH - get vouchers
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
- name
- management
- comp plan
- process is not changing
- vendors not changing
- deal registration
- focus on customers
- mission statement
- brand
- head count
TOUGH THINGS THAT AREN'T CHANGING
- deal registration
- targets
- margin targets
- suppliers
BIG THINGS THAT AREN'T CHANGING
- same goods & service to same customers
- core business
SMALL THINGS THAT AREN'T CHANGING
- location
- facilities (scotchies)
- your work physical environment
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Spin off of a net new business |
create knowledge within the existing business |
|
People do not understand the change |
educate, constant reinforcement, sell what is not changing, all of the same good things apply |
|
The change does not work (does not resonate with partners) |
have a failure model in place that everyone knows. Could take resources from existing business. Advertise monitoring of the business change. Why have we done this. What are we going to do with this. What is going to occur if success or not success... |
|
Failure to recognise previous achievement & contribution |
recognition of core talent, award agility, sell positives of change (and what has not changed). Nurture survival and emotional prosperity aspects of culture. |
|
what ever happens |
communication & reiteration of what is not changing and distill what is. |
|
Things are just BAU - not a success or a failure |
ensure that this is part of the plan too, communicate this. Remember that culture is neurotic. |
|
If we over achieve |
Articulate a plan, reiterate. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
What people will say about you at the BBQ? presidents club, rewarding success... recognition for high achievers...
The fact that there are lots of photos for the family club concept. Involvement in the internal recognition schemes, not just having them.
If a company is large, this is sometimes something that people will talk about at the BBQ - something that they are proud of.
help people be successful, involvement in a positive journey
Identification with boutique
cloud native, customer obsessed & technology focused
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
Within the next 90 days these are the choice points for your culture.
- Talk cloud first
- ensure there is opex not capex in the quote
Within the next 90 days these are the choke points for your culture.
- client does not want cloud
- cannot answer questions
Within the next 90 days these are the safety checks for your culture.
- are you using certain terms, opex annuity
- check lists for new business and quotes and SOWs
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
- Increase cloud sales by 20% of current revenue
- Take market share and hold it without reducing margin
- Recruit and/or retain top talent
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
- Accountability Ownership for performance and willingness to constantly learn, including learning from mistakes.
- Emotional Commitment Company success becomes personal cause, discretionary effort and innovation to reach goals.
- Openness Willingness to consider the new and different.
- Patience Tolerance of conditions where not everything is figured out yet.
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Commitment to service our clients. Customer Success is still key. Our Commitment to our People.
TOUGH THINGS THAT AREN'T CHANGING
- Workload. Fundamentals of Remuneration. Accountability. Staff #'s/Job Security
BIG THINGS THAT AREN'T CHANGING
- Staying true to the core business.
SMALL THINGS THAT AREN'T CHANGING
- Xmas Party. Recognition for individual success. The celebration of the team as a whole.
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Our business will need to acquire skills to sell and implement cloud |
Train up our existing employees and potentially hire new staff |
|
Our clients could move to the competition or buy another vendor solution |
We will ensure we change our business engagements to stay closer to the client and continue with the customer experience journey. Start a value based process with clients |
|
What if the sales and revenue doesn't materialise |
Don't worry. We recognise that this is unchartered waters/an unknown. We will trigger a re-evaluation based on metrics of success. |
|
Cloud implementations may be unsuccessful |
We will continually learn lessons from our experience with our clients and build knowledge for the next opportunity. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
What metrics we adopt to recognise our people. Personality: Having fun while delivering results. Day to day environment. Staff BBQ/Lunch. Forum for ideas from staff. Small and unexpected gestures. Character: How we celebrate success and failure. Purpose:The way our staff talk about our business. How our customers perceive us because we go the extra mile. Celebrate birthdays. Give back to the community.
WRITE THE SCRIPT
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 |
|---|---|
|
We need to transform our business to sell cloud first |
If we are going to sell it we have to walk the walk - we move all our technology and solutions to the cloud. |
|
We want to shift our model to support cloud |
Invest funds into operationalising the opportunity - spend money here. |
|
Our intention is to have 20% of our business as 'cloud' |
Reward the sale that drives the strategy. |
|
We are prepared to walk away from business |
Maintain Integrity - don't burn your bridges because they may become your biggest client in the future. |
May 2023
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.
-
We will launch our Cloud Connect business into the market and will integrate Cloud into our FY17 Business Plans during our offsite meeting.
-
We will roll out a training plan to enable you to sell cloud
Within the next 60 days these things will definitely NOT happen.
-
No new sales targets will be set and no changes to current focus areas.
-
You won't be expected to go out and sell and present to customers without support or adequate training.
Within the next 90 days these are the choice points for your culture.
- Should I continue to sell something I'm not sure can be delivered
- When do I default to what I know and not bluff my way through.
- Should I close a sale right now or wait until the best time for the client to transition.
Within the next 90 days these are the choke points for your culture.
- Customer doesn't buy my/our vision or solution
- Vendor doesn't support our methodology even though its in the best interests of the client. Competing interests.
- Its ok to say that you don't have the answer and revert back. Don't bluff
Within the next 90 days these are the safety checks for your culture.
- Share experiences and communicate openly
- Pitch to your peers and solicit feedback
- Keep moving forward and persist
REINFORCE WITH MEANING
REINFORCE MEANING
- write a note/card. favourite sport dinner for family/friends served by a sportsman. family day. work experience for your kids. speakers that are outside company/corporate message. Spotlight On " the employee" presents about them.
June 2023
WRITE THE SCRIPT
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 |
|---|---|
|
We need to transform our business to sell cloud first |
If we are going to sell it we have to walk the walk - we move all our technology and solutions to the cloud. |
|
We want to shift our model to support cloud |
Invest funds into operationalising the opportunity - spend money here. |
|
Our intention is to have 20% of our business as 'cloud' |
Reward the sale that drives the strategy. |
|
We are prepared to walk away from business |
Maintain Integrity - don't burn your bridges because they may become your biggest client in the future. |
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
We will launch our Cloud Connect business into the market and will integrate Cloud into our FY17 Business Plans during our offsite meeting.
-
We will roll out a training plan to enable you to sell cloud
Within the next 60 days these things will definitely NOT happen.
-
No new sales targets will be set and no changes to current focus areas.
-
You won't be expected to go out and sell and present to customers without support or adequate training.
Within the next 90 days these are the choice points for your culture.
- Should I continue to sell something I'm not sure can be delivered
- When do I default to what I know and not bluff my way through.
- Should I close a sale right now or wait until the best time for the client to transition.
Within the next 90 days these are the choke points for your culture.
- Customer doesn't buy my/our vision or solution
- Vendor doesn't support our methodology even though its in the best interests of the client. Competing interests.
- Its ok to say that you don't have the answer and revert back. Don't bluff
Within the next 90 days these are the safety checks for your culture.
- Share experiences and communicate openly
- Pitch to your peers and solicit feedback
- Keep moving forward and persist
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Commitment to service our clients. Customer Success is still key. Our Commitment to our People.
TOUGH THINGS THAT AREN'T CHANGING
- Workload. Fundamentals of Remuneration. Accountability. Staff #'s/Job Security
BIG THINGS THAT AREN'T CHANGING
- Staying true to the core business.
SMALL THINGS THAT AREN'T CHANGING
- Xmas Party. Recognition for individual success. The celebration of the team as a whole.
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Our business will need to acquire skills to sell and implement cloud |
Train up our existing employees and potentially hire new staff |
|
Our clients could move to the competition or buy another vendor solution |
We will ensure we change our business engagements to stay closer to the client and continue with the customer experience journey. Start a value based process with clients |
|
What if the sales and revenue doesn't materialise |
Don't worry. We recognise that this is unchartered waters/an unknown. We will trigger a re-evaluation based on metrics of success. |
|
Cloud implementations may be unsuccessful |
We will continually learn lessons from our experience with our clients and build knowledge for the next opportunity. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
What metrics we adopt to recognise our people. Personality: Having fun while delivering results. Day to day environment. Staff BBQ/Lunch. Forum for ideas from staff. Small and unexpected gestures. Character: How we celebrate success and failure. Purpose:The way our staff talk about our business. How our customers perceive us because we go the extra mile. Celebrate birthdays. Give back to the community.
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.
-
We will launch our Cloud Connect business into the market and will integrate Cloud into our FY17 Business Plans during our offsite meeting.
-
We will roll out a training plan to enable you to sell cloud
Within the next 60 days these things will definitely NOT happen.
-
No new sales targets will be set and no changes to current focus areas.
-
You won't be expected to go out and sell and present to customers without support or adequate training.
Within the next 90 days these are the choice points for your culture.
- Should I continue to sell something I'm not sure can be delivered
- When do I default to what I know and not bluff my way through.
- Should I close a sale right now or wait until the best time for the client to transition.
Within the next 90 days these are the choke points for your culture.
- Customer doesn't buy my/our vision or solution
- Vendor doesn't support our methodology even though its in the best interests of the client. Competing interests.
- Its ok to say that you don't have the answer and revert back. Don't bluff
Within the next 90 days these are the safety checks for your culture.
- Share experiences and communicate openly
- Pitch to your peers and solicit feedback
- Keep moving forward and persist
REINFORCE WITH MEANING
REINFORCE MEANING
- write a note/card. favourite sport dinner for family/friends served by a sportsman. family day. work experience for your kids. speakers that are outside company/corporate message. Spotlight On " the employee" presents about them.
August 2023
GET ATTENTION
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 |
|---|---|
|
We need to transform our business to sell cloud first |
If we are going to sell it we have to walk the walk - we move all our technology and solutions to the cloud. |
|
We want to shift our model to support cloud |
Invest funds into operationalising the opportunity - spend money here. |
|
Our intention is to have 20% of our business as 'cloud' |
Reward the sale that drives the strategy. |
|
We are prepared to walk away from business |
Maintain Integrity - don't burn your bridges because they may become your biggest client in the future. |
REINFORCE WITH MEANING
REINFORCE MEANING
- write a note/card. favourite sport dinner for family/friends served by a sportsman. family day. work experience for your kids. speakers that are outside company/corporate message. Spotlight On " the employee" presents about them.
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Commitment to service our clients. Customer Success is still key. Our Commitment to our People.
TOUGH THINGS THAT AREN'T CHANGING
- Workload. Fundamentals of Remuneration. Accountability. Staff #'s/Job Security
BIG THINGS THAT AREN'T CHANGING
- Staying true to the core business.
SMALL THINGS THAT AREN'T CHANGING
- Xmas Party. Recognition for individual success. The celebration of the team as a whole.
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Our business will need to acquire skills to sell and implement cloud |
Train up our existing employees and potentially hire new staff |
|
Our clients could move to the competition or buy another vendor solution |
We will ensure we change our business engagements to stay closer to the client and continue with the customer experience journey. Start a value based process with clients |
|
What if the sales and revenue doesn't materialise |
Don't worry. We recognise that this is unchartered waters/an unknown. We will trigger a re-evaluation based on metrics of success. |
|
Cloud implementations may be unsuccessful |
We will continually learn lessons from our experience with our clients and build knowledge for the next opportunity. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
What metrics we adopt to recognise our people. Personality: Having fun while delivering results. Day to day environment. Staff BBQ/Lunch. Forum for ideas from staff. Small and unexpected gestures. Character: How we celebrate success and failure. Purpose:The way our staff talk about our business. How our customers perceive us because we go the extra mile. Celebrate birthdays. Give back to the community.
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
We will launch our Cloud Connect business into the market and will integrate Cloud into our FY17 Business Plans during our offsite meeting.
-
We will roll out a training plan to enable you to sell cloud
Within the next 60 days these things will definitely NOT happen.
-
No new sales targets will be set and no changes to current focus areas.
-
You won't be expected to go out and sell and present to customers without support or adequate training.
Within the next 90 days these are the choice points for your culture.
- Should I continue to sell something I'm not sure can be delivered
- When do I default to what I know and not bluff my way through.
- Should I close a sale right now or wait until the best time for the client to transition.
Within the next 90 days these are the choke points for your culture.
- Customer doesn't buy my/our vision or solution
- Vendor doesn't support our methodology even though its in the best interests of the client. Competing interests.
- Its ok to say that you don't have the answer and revert back. Don't bluff
Within the next 90 days these are the safety checks for your culture.
- Share experiences and communicate openly
- Pitch to your peers and solicit feedback
- Keep moving forward and persist
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
- Increase cloud sales by 100%
- Recruit and/or retain top talent
- Implement named strategy
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
- Accountability Ownership for performance and willingness to constantly learn, including learning from mistakes.
- Emotional Commitment Company success becomes personal cause, discretionary effort and innovation to reach goals.
- Energy Highest levels of productivity, on-demand additional dedication.
- Evangelism Promotion of cloud to others.
- Openness Willingness to consider the new and different.
- Resiliency Undeterred by setbacks and working in circumstances where all is not known, fast return from exhaustion.
- Trust Belief in management, leadership and company intentions.
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
- No staff reduction, Team
- Customer Commitment
TOUGH THINGS THAT AREN'T CHANGING
- Forecasts, Numbers, Acheivement
BIG THINGS THAT AREN'T CHANGING
- Resources, Challenges
- Vision, Strategy
SMALL THINGS THAT AREN'T CHANGING
- Bad coffee
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Lose key individuals |
re-inforce the message opportunity for others focus on new talent sometimes journeys don't align |
|
Question individual skills, what is now redundant |
Adjust business model |
|
Lose customer, change in customer value, shared risk |
Adjust customer experience |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Philanthropy - giving back to the community Work life balance - working while living your life. Giving back when you can.
WRITE THE SCRIPT
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 |
|---|---|
|
New Customer - Explore outside the install base |
Celebrate, Award, Compensate |
|
Innovation - Implementing employee solutions |
Awards, naming innovation |
May 2023
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.
-
Define realistic short term deliverable goals
-
Providing Training and enablement to begin the journey
Within the next 60 days these things will definitely NOT happen.
-
Team changes within the next 60 days
-
No further changes to Goals and Strategy
Within the next 90 days these are the choice points for your culture.
- Re-assessment of the required solution with management/leadership
Within the next 90 days these are the choke points for your culture.
- Customer is not ready to undertake the new Journey Solution
Within the next 90 days these are the safety checks for your culture.
- Ensure the new and old options are explained and available for open discussion
REINFORCE WITH MEANING
REINFORCE MEANING
- BBQ lunches and Family outings
- Sporting Events (Cricket & Golf)
- Dinner with Partner
- Cooking Events - Team building
June 2023
WRITE THE SCRIPT
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 |
|---|---|
|
New Customer - Explore outside the install base |
Celebrate, Award, Compensate |
|
Innovation - Implementing employee solutions |
Awards, naming innovation |
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
Define realistic short term deliverable goals
-
Providing Training and enablement to begin the journey
Within the next 60 days these things will definitely NOT happen.
-
Team changes within the next 60 days
-
No further changes to Goals and Strategy
Within the next 90 days these are the choice points for your culture.
- Re-assessment of the required solution with management/leadership
Within the next 90 days these are the choke points for your culture.
- Customer is not ready to undertake the new Journey Solution
Within the next 90 days these are the safety checks for your culture.
- Ensure the new and old options are explained and available for open discussion
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
- No staff reduction, Team
- Customer Commitment
TOUGH THINGS THAT AREN'T CHANGING
- Forecasts, Numbers, Acheivement
BIG THINGS THAT AREN'T CHANGING
- Resources, Challenges
- Vision, Strategy
SMALL THINGS THAT AREN'T CHANGING
- Bad coffee
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Lose key individuals |
re-inforce the message opportunity for others focus on new talent sometimes journeys don't align |
|
Question individual skills, what is now redundant |
Adjust business model |
|
Lose customer, change in customer value, shared risk |
Adjust customer experience |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Philanthropy - giving back to the community Work life balance - working while living your life. Giving back when you can.
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.
-
Define realistic short term deliverable goals
-
Providing Training and enablement to begin the journey
Within the next 60 days these things will definitely NOT happen.
-
Team changes within the next 60 days
-
No further changes to Goals and Strategy
Within the next 90 days these are the choice points for your culture.
- Re-assessment of the required solution with management/leadership
Within the next 90 days these are the choke points for your culture.
- Customer is not ready to undertake the new Journey Solution
Within the next 90 days these are the safety checks for your culture.
- Ensure the new and old options are explained and available for open discussion
REINFORCE WITH MEANING
REINFORCE MEANING
- BBQ lunches and Family outings
- Sporting Events (Cricket & Golf)
- Dinner with Partner
- Cooking Events - Team building
August 2023
GET ATTENTION
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 |
|---|---|
|
New Customer - Explore outside the install base |
Celebrate, Award, Compensate |
|
Innovation - Implementing employee solutions |
Awards, naming innovation |
REINFORCE WITH MEANING
REINFORCE MEANING
- BBQ lunches and Family outings
- Sporting Events (Cricket & Golf)
- Dinner with Partner
- Cooking Events - Team building
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
- No staff reduction, Team
- Customer Commitment
TOUGH THINGS THAT AREN'T CHANGING
- Forecasts, Numbers, Acheivement
BIG THINGS THAT AREN'T CHANGING
- Resources, Challenges
- Vision, Strategy
SMALL THINGS THAT AREN'T CHANGING
- Bad coffee
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Lose key individuals |
re-inforce the message opportunity for others focus on new talent sometimes journeys don't align |
|
Question individual skills, what is now redundant |
Adjust business model |
|
Lose customer, change in customer value, shared risk |
Adjust customer experience |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Philanthropy - giving back to the community Work life balance - working while living your life. Giving back when you can.
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
Define realistic short term deliverable goals
-
Providing Training and enablement to begin the journey
Within the next 60 days these things will definitely NOT happen.
-
Team changes within the next 60 days
-
No further changes to Goals and Strategy
Within the next 90 days these are the choice points for your culture.
- Re-assessment of the required solution with management/leadership
Within the next 90 days these are the choke points for your culture.
- Customer is not ready to undertake the new Journey Solution
Within the next 90 days these are the safety checks for your culture.
- Ensure the new and old options are explained and available for open discussion
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
- Increase margin by 1.5%
- Take market share and hold it without reducing margin
- Recruit and/or retain top talent
- Implement named strategy
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
- Accountability Ownership for performance and willingness to constantly learn, including learning from mistakes.
- Energy Highest levels of productivity, on-demand additional dedication.
- Resiliency Undeterred by setbacks and working in circumstances where all is not known, fast return from exhaustion.
- Trust Belief in management, leadership and company intentions.
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Segmentation of sales.
- No one is losing their jobs.
- Values.
- Reporting lines.
TOUGH THINGS THAT AREN'T CHANGING
- People are not changing but there is a need to update skills.
BIG THINGS THAT AREN'T CHANGING
- Core systems.
- Performance metrics.
SMALL THINGS THAT AREN'T CHANGING
- Not moving the office.
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Changing revenue model impacts comp plans. |
Open discussion and pilot program |
|
Upfront cost of customer acquisition is high. |
Changing to account management |
|
Delay in rolling out in provision of services from a local data centre. |
|
|
Loss of control. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
1. Oracle war stories about systems and processes and peoples ability to survive it. 2. History and long tenure. 3. Always something new at Oracle. 4. Encourage people to take risks and everyone is there to support them if they fail. 5. Report on amazing statistics, showing the magnitude of the work you do. 6. Include support people in presidents club.
WRITE THE SCRIPT
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 |
|---|---|
|
You don't need on premise infrastructure to run your applications. |
Make the switch and then throw your old test and dev kit through a window. |
|
Encourage customers to move to the cloud. |
Same fee transition period. |
|
Moving to office 365. |
Deleting a 17 year old PST file. |
May 2023
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.
-
Intense training to support our new initiatives.
-
A new compensation plan.
Within the next 60 days these things will definitely NOT happen.
-
We will not change your current line of business.
-
Won't be changing the structure of your team.
Within the next 90 days these are the choice points for your culture.
- Do I take the money now for the old way or delay the deal for a quarter for the old way.
Within the next 90 days these are the choke points for your culture.
- Do we push cloud if we could possibly lose a deal?
- Resistance from client.
Within the next 90 days these are the safety checks for your culture.
- If you are having 5 conversations with clients a day about the cloud you are doing the right thing.
REINFORCE WITH MEANING
REINFORCE MEANING
- Personalised letter of acknowledgement.
- Identify or understand their motivations.
- Share an experience with them that you enjoy.
June 2023
WRITE THE SCRIPT
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 |
|---|---|
|
You don't need on premise infrastructure to run your applications. |
Make the switch and then throw your old test and dev kit through a window. |
|
Encourage customers to move to the cloud. |
Same fee transition period. |
|
Moving to office 365. |
Deleting a 17 year old PST file. |
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
Intense training to support our new initiatives.
-
A new compensation plan.
Within the next 60 days these things will definitely NOT happen.
-
We will not change your current line of business.
-
Won't be changing the structure of your team.
Within the next 90 days these are the choice points for your culture.
- Do I take the money now for the old way or delay the deal for a quarter for the old way.
Within the next 90 days these are the choke points for your culture.
- Do we push cloud if we could possibly lose a deal?
- Resistance from client.
Within the next 90 days these are the safety checks for your culture.
- If you are having 5 conversations with clients a day about the cloud you are doing the right thing.
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Segmentation of sales.
- No one is losing their jobs.
- Values.
- Reporting lines.
TOUGH THINGS THAT AREN'T CHANGING
- People are not changing but there is a need to update skills.
BIG THINGS THAT AREN'T CHANGING
- Core systems.
- Performance metrics.
SMALL THINGS THAT AREN'T CHANGING
- Not moving the office.
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Changing revenue model impacts comp plans. |
Open discussion and pilot program |
|
Upfront cost of customer acquisition is high. |
Changing to account management |
|
Delay in rolling out in provision of services from a local data centre. |
|
|
Loss of control. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
1. Oracle war stories about systems and processes and peoples ability to survive it. 2. History and long tenure. 3. Always something new at Oracle. 4. Encourage people to take risks and everyone is there to support them if they fail. 5. Report on amazing statistics, showing the magnitude of the work you do. 6. Include support people in presidents club.
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.
-
Intense training to support our new initiatives.
-
A new compensation plan.
Within the next 60 days these things will definitely NOT happen.
-
We will not change your current line of business.
-
Won't be changing the structure of your team.
Within the next 90 days these are the choice points for your culture.
- Do I take the money now for the old way or delay the deal for a quarter for the old way.
Within the next 90 days these are the choke points for your culture.
- Do we push cloud if we could possibly lose a deal?
- Resistance from client.
Within the next 90 days these are the safety checks for your culture.
- If you are having 5 conversations with clients a day about the cloud you are doing the right thing.
REINFORCE WITH MEANING
REINFORCE MEANING
- Personalised letter of acknowledgement.
- Identify or understand their motivations.
- Share an experience with them that you enjoy.
August 2023
GET ATTENTION
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 |
|---|---|
|
You don't need on premise infrastructure to run your applications. |
Make the switch and then throw your old test and dev kit through a window. |
|
Encourage customers to move to the cloud. |
Same fee transition period. |
|
Moving to office 365. |
Deleting a 17 year old PST file. |
REINFORCE WITH MEANING
REINFORCE MEANING
- Personalised letter of acknowledgement.
- Identify or understand their motivations.
- Share an experience with them that you enjoy.
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
- Segmentation of sales.
- No one is losing their jobs.
- Values.
- Reporting lines.
TOUGH THINGS THAT AREN'T CHANGING
- People are not changing but there is a need to update skills.
BIG THINGS THAT AREN'T CHANGING
- Core systems.
- Performance metrics.
SMALL THINGS THAT AREN'T CHANGING
- Not moving the office.
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Changing revenue model impacts comp plans. |
Open discussion and pilot program |
|
Upfront cost of customer acquisition is high. |
Changing to account management |
|
Delay in rolling out in provision of services from a local data centre. |
|
|
Loss of control. |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
1. Oracle war stories about systems and processes and peoples ability to survive it. 2. History and long tenure. 3. Always something new at Oracle. 4. Encourage people to take risks and everyone is there to support them if they fail. 5. Report on amazing statistics, showing the magnitude of the work you do. 6. Include support people in presidents club.
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
Intense training to support our new initiatives.
-
A new compensation plan.
Within the next 60 days these things will definitely NOT happen.
-
We will not change your current line of business.
-
Won't be changing the structure of your team.
Within the next 90 days these are the choice points for your culture.
- Do I take the money now for the old way or delay the deal for a quarter for the old way.
Within the next 90 days these are the choke points for your culture.
- Do we push cloud if we could possibly lose a deal?
- Resistance from client.
Within the next 90 days these are the safety checks for your culture.
- If you are having 5 conversations with clients a day about the cloud you are doing the right thing.
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
- Increase cloud sales by 10%
- Make market share
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
- Energy Highest levels of productivity, on-demand additional dedication.
- Patience Tolerance of conditions where not everything is figured out yet.
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
- First thing that isn't changing
- Second thing that isn't changing
TOUGH THINGS THAT AREN'T CHANGING
- Tough
BIG THINGS THAT AREN'T CHANGING
- Announcements that you want to make to your culture
SMALL THINGS THAT AREN'T CHANGING
- Small
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Wrong |
Response |
|
Another idea |
response 2 |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Sense the self
WRITE THE SCRIPT
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 |
|---|---|
|
Declare intention |
Action 1 |
|
Declare |
Support |
May 2023
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.
-
This will happen
Within the next 60 days these things will definitely NOT happen.
-
This will not happen
Within the next 90 days these are the choice points for your culture.
- Choice Point
- 2nd Choice Point
Within the next 90 days these are the choke points for your culture.
- Choke Point
- 2nd Choke
Within the next 90 days these are the safety checks for your culture.
- Saftey 1
- Safety 2
REINFORCE WITH MEANING
REINFORCE MEANING
- Book of the month club
- Second Idea
June 2023
WRITE THE SCRIPT
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 |
|---|---|
|
Declare intention |
Action 1 |
|
Declare |
Support |
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
This will happen
Within the next 60 days these things will definitely NOT happen.
-
This will not happen
Within the next 90 days these are the choice points for your culture.
- Choice Point
- 2nd Choice Point
Within the next 90 days these are the choke points for your culture.
- Choke Point
- 2nd Choke
Within the next 90 days these are the safety checks for your culture.
- Saftey 1
- Safety 2
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
- First thing that isn't changing
- Second thing that isn't changing
TOUGH THINGS THAT AREN'T CHANGING
- Tough
BIG THINGS THAT AREN'T CHANGING
- Announcements that you want to make to your culture
SMALL THINGS THAT AREN'T CHANGING
- Small
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Wrong |
Response |
|
Another idea |
response 2 |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Sense the self
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.
-
This will happen
Within the next 60 days these things will definitely NOT happen.
-
This will not happen
Within the next 90 days these are the choice points for your culture.
- Choice Point
- 2nd Choice Point
Within the next 90 days these are the choke points for your culture.
- Choke Point
- 2nd Choke
Within the next 90 days these are the safety checks for your culture.
- Saftey 1
- Safety 2
REINFORCE WITH MEANING
REINFORCE MEANING
- Book of the month club
- Second Idea
August 2023
GET ATTENTION
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 |
|---|---|
|
Declare intention |
Action 1 |
|
Declare |
Support |
REINFORCE WITH MEANING
REINFORCE MEANING
- Book of the month club
- Second Idea
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
- First thing that isn't changing
- Second thing that isn't changing
TOUGH THINGS THAT AREN'T CHANGING
- Tough
BIG THINGS THAT AREN'T CHANGING
- Announcements that you want to make to your culture
SMALL THINGS THAT AREN'T CHANGING
- Small
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|---|
|
Wrong |
Response |
|
Another idea |
response 2 |
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
Sense the self
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
-
This will happen
Within the next 60 days these things will definitely NOT happen.
-
This will not happen
Within the next 90 days these are the choice points for your culture.
- Choice Point
- 2nd Choice Point
Within the next 90 days these are the choke points for your culture.
- Choke Point
- 2nd Choke
Within the next 90 days these are the safety checks for your culture.
- Saftey 1
- Safety 2
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
WRITE THE SCRIPT
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 |
|---|
May 2023
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
June 2023
WRITE THE SCRIPT
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 |
|---|
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
August 2023
GET ATTENTION
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 |
|---|
REINFORCE WITH MEANING
REINFORCE MEANING
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
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.
OUR MEASURABLE BUSINESS PERFORMANCE GOAL
THE INCREASED CULTURAL BEHAVIOR REQUIRED TO ACHIEVE IT
SIX-MONTH ACTION PLAN
April 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
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CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
WRITE THE SCRIPT
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 |
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May 2023
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
June 2023
WRITE THE SCRIPT
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 |
|---|
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
July 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
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.
Within the next 60 days these things will definitely NOT happen.
REINFORCE WITH MEANING
REINFORCE MEANING
August 2023
GET ATTENTION
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 |
|---|
REINFORCE WITH MEANING
REINFORCE MEANING
September 2023
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
GOOD THINGS THAT AREN'T CHANGING
TOUGH THINGS THAT AREN'T CHANGING
BIG THINGS THAT AREN'T CHANGING
SMALL THINGS THAT AREN'T CHANGING
CONDUCT PREDICTABILITY EXERCISES
THIS COULD HAPPEN |
THIS IS WHAT WE WOULD DO |
|---|
CREATE A SENSE OF SELF
Reinforce what proves your company's purpose, character and personality.
LIGHT THE PATH AHEAD
EXPLAIN WHAT WILL AND WON'T HAPPEN
Within the next 60 days these things will definitely happen.
Within the next 60 days these things will definitely NOT happen.
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.
