Making Improvement a Core Value of the Organization

Most people say they’ve transformed culture. Few actually have. I was once told that in large organizations, culture change is like turning an aircraft carrier: slow, painful, and barely perceptible. That might be true if you settle for surface-level change. But I didn’t have that luxury. At a healthcare company with 80,000 employees, I wasn’t hired to run HR. I was brought in to reimagine it - as Chief People Innovation Officer, tasked with transforming how people experienced their work across hundreds of locations, acquired entities, and entrenched silos. And we did it. Not with strategy decks or slogans. We started with people. 1. Real research, not just surveys We didn’t open a “best practices” playbook. We had thousands of real conversations. We asked: What connects you to your work? What breaks your spirit? From that, we found the common thread: the drive to deliver extraordinary care. That insight became our EVP, not a brand line, but a rally cry. 2. Our Employee Value Prop became the operating system Most companies treat EVP as a marketing tool. We used it to rewire decisions across the employee lifecycle. We hired for values, not just skills. Rebuilt onboarding to connect every hire to purpose. Challenged policies that didn’t reflect who we said we were. The EVP wasn’t a campaign. It was our blueprint. 3. Innovation, everywhere To build a culture of innovation, we democratized it. We launched: A company-wide Innovation Challenge to surface bold ideas from the frontlines. An “Everyday Innovation” platform to spotlight small wins. A design-thinking toolkit for managers so innovation lived in every unit, not just HQ. 4. Results that mattered Cost-per-hire dropped. Quality of hire rose. Trust and purpose scores spiked, so did patient satisfaction. Retention improved. The biggest win? Leaders stopped asking if culture mattered. They started asking how to scale it. 5. The right partners push you beyond the expected We didn’t just hire consultants. We brought in provocateurs. Thinkers from outside healthcare who challenged our assumptions. One of them now runs their own venture, Fauna. That’s the ripple effect of great thinking. Here’s the truth: Real culture change doesn’t come from town halls or t-shirts. It comes from aligning strategy to people, and people to purpose. It’s hard, messy, nonlinear work. But when done right, it redefines what’s possible. Not just for the organization, but for everyone inside it. If your EVP is buried in a slide deck, you’re leaving transformation on the table. Want to bring it to life? DM me so I can share more of the story, or better yet, reach out to the folks at Fauna. They were with me every step of the way. Maybe its time you tried something new.

Last week, I walked into a client's office. Their values were beautifully displayed on the wall: "Integrity. Innovation. Customer First." But then I saw something interesting... A manager was shutting down an employee's new idea because "that's not how we do things here." This is what happens when values are just expensive wall art. The hidden costs? → Innovation dies silently → Good people leave quietly → Culture erodes daily But here's what changed everything: We took those values off the wall and put them into action: 1. Made them measurable Instead of vague "Innovation," we tracked weekly improvement ideas from every team member 2. Built them into decisions "Does this align with our values?" became the first question in every meeting 3. Rewarded the right behaviors Started celebrating people who lived the values, not just hit their numbers 90 days later? • Employee suggestions up 300% • Customer satisfaction jumped 40% • Turnover dropped to near 0 The lesson? Values aren't decoration. They're your operating system. And they only work when you do. What would happen if you took your values off the wall and put them into action today? ➕ Follow me, Mark O'Donnell, for more insights on building value-driven organizations that scale.

The 6 most dangerous words in business (and how to overcome them): "That's how we've always done it." It's an attitude that's shockingly common, But that CAN be defeated. This mindset often comes from an innocent place: ↳Comfort - With how things are ↳Stability - "If it ain't broke, don't fix it" ↳Pragmatism - Change takes substantial work ↳Fear - How will this impact me? ↳Efficiency - We've refined a ton to get here: don't muck it up But the reality is: ↳Customers and their preferences are always changing ↳Competitors are always changing ↳Macro forces are always changing So organizations need to always be changing - or they'll lose. The good news: even if your organization is stuck on "that's how we've always done it" - You can overcome it. Here's how: Seek Frontline Feedback ↳Offer multiple channels for employees to give ideas and feedback ↳Explicitly ask for them often - and thank people publicly when they contribute Empower New People ↳Remember that new employees have the freshest perspective and least inertia ↳Tell them this, while asking and empowering them to speak up with ideas or concerns Reward Successful Ideas ↳When someone gives an idea that's implemented, tangibly reward them (bonus, time off, etc.) ↳Celebrate them publicly so others are encouraged to do the same Make Change Cultural ↳Make continuous improvement and growth mindset part of your mission, and emphasize them frequently ↳Put adaptability and risk-taking on your performance evaluations Promote Learning ↳Give employees time to attend conferences, workshops, and trainings that will generate new ideas ↳Invite them to share key takeaways afterward Block Time To Brainstorm ↳Ensure leaders dedicate protected time to evaluate existing processes and plan improvements ↳If this can't happen day-to-day, block time for offsite retreats Highlight Change Successes ↳Tell stories of changes the organization (and other orgs) has gone through before ↳Ensure all employees see the line from changes made to improvements in their job Celebrate Risk Taking ↳Highlight big risks that paid off, emphasizing that the success wouldn't have otherwise happened ↳Ensure risks that fail are treated as learning opportunities, not punished Conduct After Action Reviews ↳After big projects, gather everyone involved for an after action review ↳Talk about what to improve upon - even when things went well Start With Small Wins ↳Seeing is believing, so start small with trials and pilots to get results ↳Let those who participated become your frontline advocates Listen ↳Ask questions to understand what's behind any resistance to change ↳Tailor change efforts and communication based on what you learn Ensure Changes Succeed ↳Resistance to change builds when changes fail, so work overtime to ensure they do not ↳Use strong change management practices: planning, creating buy-in, communicating, reviewing --- ♻ Repost to help your network overcome this mindset. And follow me George Stern for more.

What would it mean for your organization to improve One Percent each day? Continuous improvement stands as the cornerstone of effective leadership and organizational advancement. When leaders can effectively guide their teams daily and keep their people focused on the future, growth and development come easier, instilling success as an organizational discipline. As a leader, you can significantly elevate your business by collaborating with your people on the right priorities and nurturing a culture of constant development. At its core, continuous improvement thrives on transparent communication. Leaders must establish channels that ensure seamless team dissemination of job responsibilities and goals that align with the company strategy. When information flows freely, team members can seamlessly align their efforts with the organization's evolving objectives, creating an environment (and expectation) of enhanced efficiency and productivity. Empowerment also plays a pivotal role. Leaders should entrust their team members with goals and tasks that resonate with their skills. This encourages individual growth and redistributes responsibilities enabling the organization to accomplish more. At the same time, it motivates your people and keeps them engaged. Continuous improvement also doesn't happen without feedback. This must become cultural and always be seen as a means for improvement and growth. Leaders must encourage people to voice their opinions, ideas, and concerns without restrictions. Constructive feedback, done correctly, guides every team member toward areas of improvement, providing an on-the-job laboratory for continuous learning. Proactive investment in employee development is the price that must be paid for sustained progress. Leaders are responsible for creating opportunities for skill augmentation and career advancement, reinforcing their commitment to their team members. This practice boosts morale and infuses your organization with a competitive edge. Getting your people to work better together must also become a part of continuous improvement. Collaboration and teamwork are non-negotiable. Leaders must create and promote opportunities for interaction among team members, facilitating the cross-pollination of departments and functions. Merging these diverse perspectives creates innovative solutions that will help to drive long-term success. Last, adaptability may be the most important of all continuous improvement attributes. NOTHING is more important than understanding and being open to change. Adjusting to customer preferences, new technologies, and market shifts creates resilience and ensures you remain in the best position to win within your field of play. Yes, focusing on one percent can get you all of that. It's what's needed from every leader. #ceos #leadership #onepercent #execution For more effective leadership insights, subscribe to my newsletter at https://lnkd.in/gKaqqhPC

I was asked in an interview recently how do you build culture in an organization. My thoughts. 1. Align Culture with Organizational Strategy • Define the Desired Culture: Start by identifying the behaviors, mindsets, and attitudes that will support your organization’s strategic objectives. • Communicate the “Why”: Ensure employees understand how cultural values connect to the company’s purpose and success. Clear messaging from leadership about how behaviors tie to business outcomes is crucial. 2. Embed Values into Everyday Practices • Recruitment and Onboarding: Hire people whose values align with the organization’s. Reinforce cultural expectations from day one. • Performance Management: Build values into goal-setting, feedback, and evaluation processes. Recognize and reward employees who exemplify the desired culture. • Leadership Modeling: Leaders must embody the culture in their actions, decisions, and communication. Culture flows from the top down. 3. Build Systems that Reinforce Culture • Recognition Programs: Celebrate employees who demonstrate behaviors aligned with company values — not just top performers but also those who uphold integrity, innovation, or teamwork. • Training and Development: Provide learning opportunities that reinforce cultural values. For example, if adaptability is key, offer change management workshops. • Policies and Processes: Ensure HR practices (e.g., promotion, performance reviews, and rewards) reinforce the desired culture. 4. Empower Employees to Drive Culture • Culture Champions: Identify and empower employees across levels to model and promote cultural behaviors. • Employee-Led Initiatives: Create space for employees to suggest ideas that align with the organization’s values 5. Reinforce Culture Through Communication • Storytelling: Share real examples of employees living the culture in newsletters, meetings, or company-wide platforms. • Rituals and Routines: Develop meaningful traditions that reinforce values. 6. Measure and Evolve the Culture • Employee Feedback: Regularly gather input through engagement surveys, focus groups, or one-on-ones to assess cultural alignment. • Track Cultural Metrics: Use data like retention rates, (eNPS), and performance outcomes to measure cultural success. • Adapt as Needed: Culture isn’t static. Reassess as business strategies evolve to ensure alignment. Key Takeaway: An amazing culture is built when values are embedded into how the organization operates — from hiring to leadership behavior, performance management, and recognition. When culture directly supports strategy, it becomes a driving force for employee engagement, retention, and business success.