EXPLORATION SURVEY

Congratulations!
You’ve taken your first step to a healthy workplace culture. In this FREE assessment and report that follows, you are going to learn your culture score - which assists you in focusing on making the highest priority improvements. Defining your business objectives helps you and your leaders build determination to support a transformation process if one is needed to improve the health of your organization and the engagement of your staff. The ability to clearly define and communicate your strategic objectives, including performance targets is foundational to leading your organization to success. It’s the opportunity for you to consider what you have in place and what you may have been unaware of that could be costing you revenues, profit and competitive advantage. Here’s how this works:
STEP 1: Complete the assessment (it will take you 5 minutes or less)
STEP 2: LifeWork Systems reviews your data and creates a report with your culture score, areas of greatest need for attention and recommendations.
STEP 3: Schedule a call with us to review your report (NOT a high-pressure sales tactic)
STEP 4: Decide if LifeWork Systems is a good fit for you or not.
STEP 5: As a thank you, we will send you a FREE copy of Judy Ryan’s book "What’s the Deal With Workplace Culture Change?" It answers some key culture questions.
Requirements Gathering
Defining your business objectives helps you and your leaders build determination to support a transformation process if one is needed to improve the health of your organization and the engagement of your staff. The ability to clearly define and communicate your strategic objectives, including performance targets is foundational to leading your organization to success.
1. Our leadership team has created a written plan for how to develop and maintain a healthy workplace culture.*
Comments: (optional)
Please indicate the structure and size of your leadership team and if you have a formalized, written plan for developing a healthy workplace culture.
2. Our leaders understand what specific and measurable outcomes (improvements) related to trust, productivity alignment and engagement of our staff that we want to achieve over the next few years and the milestones for reaching them*
Comments: (optional)
Please indicate outcomes related to healthy workplace culture (such as improved morale, retention, trust, employee satisfaction and engagement), as well as business outcomes (such as increased revenues, productivity, market share).
3. Our entire staff understands, approves and supports what leadership plans to accomplish over the next months and years and each person understands their role in the cultural development or improvement plan*
Comments: (optional)
Please indicate whether or not your people have clarity and approve of your organization's purpose, values and vision for the next few years.
4. We have a budget for professional development and support leadership, accountability, intrinsic motivation, caring behaviors, trust and emotional intelligence as top priorities*
Comments: (optional)
Please indicate what services are included in your budget if you have one in place.
5. We have a schedule for training and mentoring each employee so they are supported in taking full responsibility for their relationships, productivity and engagement*
Comments: (optional)
Please include what soft skills, social and emotional skills and leadership development programs and services are in place and indicate if they are distributed throughout your organization.

Human System Analysis
What gets measured, improves. Your people are your greatest asset. Uncovering the strengths and weaknesses within your human systems is key to ensuring you have fully engaged, personally responsible employees.
1. We have conducted a company-wide assessment and regularly repeat assessments to monitor improvement. We know the levels of trust, alignment, and engagement of our employees and whether we need culture change*
Comment: (optional)
2. We regularly over-communicate the company purpose and values to staff and anyone can repeat them if asked*
Comment: (optional)
3. Our employees have created their individual plans and understand the expectations leadership has for them in terms of their interpersonal and professional responsibilities*
Comment: (optional)
If you agree, please indicate what are the elements of these plans and how often are they shared with a manager or supervisor.
4. Our company fosters self-awareness, and awareness of diverse values, priorities, and the communication and behavior styles of each employee as identified through temperament assessments*
Comment: (optional)
If you have a system in place, what is it and how do you use it?
5. Managers mentor direct reports, collect their feedback on needed culture change and input their ideas to the leadership team*
Comment: (optional)

Program Design
A healthy organization has a regular plan to educate, mentor and integrate best practices to make sure their people are learning and growing. Your program design for working on your human systems is key to making certain you address and improve how employees think, speak and act with one another and your clients.
1. Our leadership has adopted a values-based, personal responsibility workplace culture and models and promotes and communicates it in a united manner*
Comment: (optional)
2. All employees attend regular training to increase their ability to be self-aware, self-managing, aware of others and effective in managing relationships with those in authority, and their peers and clients effectively*
Comment: (optional)
Please indicate how often they attend training, if it is offered to all employees and how the skills taught become part of the company culture.
3. All employees know how to identify and share their plans for professional and personal development with managers and demonstrate specific communication and leadership skills*
Comment: (optional)
If you agree, please describe ways employees demonstrate leadership skills they gain from professional development in this area.
4. We integrate opportunities into our workweek for every employee to demonstrate new skills, especially leadership and communications during meetings and by delegating whole outcomes to them*
Comment: (optional)
5. We have an orientation process in which all new employees learn about our company culture, are trained in our unique tools, skills and processes and know how to quickly participate in the organization*
Comment: (optional)

Implementation
It’s not enough to teach skills and expose your people to information and ideas. Lessons learned need to be put into action. The goal of a healthy workplace is to have everyone increase his or her leadership skills. The manager’s goal is to transfer responsibility to their direct reports.
1. Our employees meet weekly to discuss with their peers and managers about topics related to organizational wellness and culture*
Comment: (optional)
2. Our employees lead effective meetings, are assigned as subject matter experts (SME’s) in human system areas and are given ample opportunities to clarify, refine and reinforce healthy culture practices*
Comment: (optional)
3. We hire and fire employees based on their ability to fit into our culture, their alignment with our purpose and unique core values, as well as their ability to live the values that build trust*
Comment: (optional)
4. Our staff provides ideas and are encouraged to implement them when aligned with our purpose, values and visions*
Comment: (optional)
5. Our leaders review and regularly report success stories and collaborate on processes and input for process improvement*
Comment: (optional)

Testing and Maintenance
Staying on top of the improvements you make is key because you are building upon success. Maintaining and reporting success to your employees and leadership team fuels positive momentum.
1. We regularly track key performance metrics, including our ability to meet defined milestones and dates of completion*
Comment: (optional)
If you agree, please indicate if performance metrics are collected on organizational culture improvements as well as general business development improvements.
2. We review, analyze and assemble assessment data to improve processes and develop specific plans to make course corrections*
Comment: (optional)
3. We share assessment data with our employees, reviewing it to celebrate successes and problem-solve emerging challenges*
Comment: (optional)
4. Together, our entire staff and leadership team members implement course corrections*
Comment: (optional)
5. Our organization utilizes a cross-section of people from each area within our business to identify human systems needs and solutions together*
Comment: (optional)

Your Information
Tell us who you are and the role you play.
Name*
First Last
Title/Role in Company
Company*
Please specify any details you are willing to share about your organization: For example, type of business, number of years in business, size and composition of staff, special circumstances such as acquisition, merger, fast growth, etc.
Phone
Email*
File
Comments
This field is for validation purposes and should be left unchanged.

Step 1 of 7

Congratulations!

Requirements Gathering

Human System Analysis

Program Design

Implementation

Testing and Maintenance

PRE-PROPOSAL QUESTIONS: What do you want different?

Your Information