Developing
Productive
Culture in
Organization
R. Rangga Irawan Prasetyo, MBA.
Culture, Redefined
Workplace culture is the
experiences that shape
employee beliefs, which in
turn drive actions and results
Culture isn’t about feelings or ping pong tables
Workplace culture is the foundation company goals and
results are built upon
Employee’s Questions
How will work How will work Will work make
add meaning to make me feel me feel whole?
my life? connected to
something bigger
than myself?
BASED ON GALLUP SURVEY
85%
EMPLOYEE DISENGAGED
BASED ON GALLUP SURVEY
$7 trillion
Lost Productivity
Top Quartile Company
With Great Culture
10% higher 17% higher
customer metrics productivity rates
20% higher 21% higher
sales profitability
The Result Pyramid
Results
Actions
Beliefs
Experiences
The Result Pyramid
Having clear results has the biggest
Results individual impact on Culture Strength.
Each of the four factors of The Results
Actions Pyramid support Culture Strength
individually.
Every level of the Pyramid supports the
other levels to varying but statistically
Beliefs significant degrees.
When all four levels of the Pyramid are
combined, they have the greatest impact
Experiences on Culture Strength.
Results
Actions
RESULTS
Beliefs
Experiences
Results are the summation of all of the other layers of
the Pyramid:
Experiences lead to certain beliefs; beliefs lead to certain
actions; actions lead to end results.
If you want your results to change, you have to change
the experiences, beliefs, and actions that lead up to them.
Results
ACTIONS
Actions
Beliefs
Experiences
Actions stem from your intentions, which are predicated
on beliefs and experiences.
Because actions demonstrate whether employees have
internalized an organization’s values and goals, actions are
the best way to measure the effectiveness of your culture.
The actions you take lead to your end results.
BELIEFS
Beliefs inform what you choose to focus on; they are
Results
Actions intrinsic motivators.
Beliefs Your behavior, priorities, and goals stem from your beliefs.
Experiences
Both positive and negative beliefs are reinforced over
time by experiences that support them.
Your goals then affect the actions you take.
EXPERIENCES
Experiences affect the perceptions you have about a
Results
company and your place in it. Actions
Internalized experiences drive your perception of Beliefs
workplace culture. Experiences
These perceptions in turn affect the beliefs you hold.
Michael
Jordan
“Whenever I was working out and got
tired and figured I ought to stop, I’d
close my eyes and see that list in the
locker room without my name on it, that
usually got me going again.”
“Everybody has talent, but ability takes
hard work.“
Ability Takes Hard Work
How Fundamental Beliefs Motivate Our Actions
Becoming the G.O.A.T.
How Results Are Dependent on Everything Else
Results
The Results Pyramid Actions
Beliefs
(Experiences, Beliefs, Actions, Results) Experiences
• Results improved Culture Strength by 44%.
• Results + Actions improved Culture Strength by 57%.
• Results + Actions + Beliefs improved Culture Strength by 61%.
• Together, Results, Actions, Beliefs, and Experiences improved
Culture Strength by 62%.
Source: Study from 4,960 employee in 26 organizations for 3 years
Redstone Federal Credit Union is among the 20 largest credit unions in the nation.
In 2014, Redstone was thriving. They were hitting their goals, adding new members,
and growing across every key metric. However, they sensed they could do more.
The Problem
An internal survey of the Redstone management team revealed two areas of improvement:
1. The company needed to be more organizationally aligned on its top 3-5 objectives.
2. Various departments were operating in silos.
Results
Redstone leadership wanted to be more organizationally aligned on
top 3-5 objectives.
Redstone wanted to get rid of departmental silos.
Actions
Starting at the top, Redstone senior leadership symbolically “buried
the hatchet” by writing down disagreements with each other and
burying them in a hole.
Senior leaders kicked off every employee workshop meeting, and
two senior leaders co-facilitated each session.
Beliefs
Redstone leaders built trust and inspired their entire organization to
buy in to the cultural transition.
Experiences
950 Redstone employees across 27 branches participated in a
comprehensive training program.
Every manager completed a personal accountability plan.
Every new hire completed a seminar conveying the organization’s
values, vision, mission, beliefs, and key results.
“We know that every employee here has a heartfelt desire to help
Redstone be the best it can be, which has really driven our success.”
Kathy Neyman, Sr. AVP of Culture and Leadership Development,
Redstone Federal Credit Union
Results
The results of the three-year cultural transformation were telling. 2017
was a record-breaking year for Redstone across a variety of business
outcomes, including:
119% growth in employment
55% growth in annual non-interest income
1,052% increase in loans
1,179% increase in membership
This case study is a living example of the statistically significant,
compounding impact that improving experiences, beliefs, and actions
has on results. Because Redstone had a clear focus on their end results
(improving the problem areas of the survey), they were able to improve
their Culture Strength and in turn improve their outcomes. This is the
power of The Results Pyramid in action.
KEY TAKE AWAY
Build Something
Clarify Results Own Your Actions
Sustainable
Results should be Meaningful Purpose Feedback Design a plan to change using
Results should be Measurable Autonomy Social Interaction The Culture Equation
Results should be Memorable Mastery Measure impact
Activate employee fulfillment
Create an Employee Journey
Being intentional about the journey every employee takes within your organization will set you up for success when trying to create a strong,
sustainable culture. From attracting top talent to retaining top talent, every step along the way should be intentional
