Culture Snapshot is a tool that measures operational effectiveness early in a New Leader’s role. Snapshot surveys up to 35 key stakeholders (from 6 rater groups) to provide the New Leader with information they need, in living color, when they need it. This revolutionary tool harnesses the power of the Denison Organizational Culture Survey, applied within the context of leader transition. Snapshot was developed in partnership with Denison Consulting, global experts in culture and leadership. Using Snapshot, a New Leader works with a skilled facilitator to learn about the current performance climate within days of starting the new role, and gains input from a broad group of key stakeholders

1. Culture Snapshot:
Because Culture Makes or Breaks New Leaders
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2. Culture Snapshot: Mitigating Risk for New Leaders
Transitions are risky. New Leaders:
 Need to drive results in complex situations, with near-
immediate impact.
 Face serious consequences if they don’t understand
their new operation.
 Must reconcile the many sets of expectations for their
performance.
Culture Snapshot decreases risk by giving an early view
into their new reality:
 Identifies operational issues that thwart performance.
 Reveals gaps in expectations about the operation.
 Identifies root causes and offers high-impact Levers
for Change.
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3. Culture Snapshot: What It Is
 Culture Snapshot measures operational effectiveness early
in a New Leader’s role.
 Snapshot gives the New Leader the information they
need, in living color, when they need it:
 Overview and easy-to-understand results
 Ways to share findings with their team, and build accountability
 Levers for Change, a tool for specific, high-impact action
 Snapshot surveys up to 35 key stakeholders from 6 rater
groups:
 New Leader
 Hiring Manager(s)
 Peers (including HR Partner)
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 Direct Reports
 Skip-Level Reports (Reports to Direct Reports)
 Other Stakeholders

4. Adaptability
Pattern..Trends..
Market
“Are we listening
to the marketplace?”
Mission
Direction..Purpose..
Blueprint
“Do we know where
we are going?”
Involvement
Commitment ... Ownership
… Responsibility
“Are our people aligned
and engaged?“
Consistency
Systems…Structures…
Processes
“Does our system
create leverage?”
The Denison Model links organizational culture to performance metrics through the
four traits of Mission, Adaptability, Involvement and Consistency. In reading the
results, “More Color is Better”.
A Quick Overview:
Denison Organizational Culture Model
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5. Overview: Flexible and Stable
 Flexible
Adaptability + Involvement
A flexible organization has the ability
to change in response to the
environment. It is a requirement for
effective innovation.
 Stable
Mission + Consistency
A stable orientation helps the
organization remain focused and
predictable over time. It is how we
have been “Built to Last”.
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6. Overview: External Focus and Internal Focus
 External Focus
Adaptability + Mission
Provides us a shared sense
of direction and the ability to
be customer-relevant. This
makes healthy growth
possible
 Internal Focus
Involvement + Consistency
Enables the internal
integration of systems,
structures, and processes.
Leads to higher employee
engagement and
performance (ROI, ROE, etc)6

7. Culture Snapshot: Converting Data to Performance
Levers for Change map results onto causes of low scores, and
provide multiple options for action. The New Leader becomes
very focused on the right performance drivers.
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Consistency
Quadrant Survey
Item
What a Low
Score May Mean
Potential Levers for Change
Coordination and Integration (cont’d)
2. It is easy to
coordinate projects
across different
parts of the
organization
 Each area of the
organization has their
own way of operating,
and has difficulty making
adjustments for other
areas.
 The dominant
areas/functions do not
compromise or
collaborate effectively on
issues and/or projects.
 We are geographically
dispersed, and may have
native culturally-defined
ways of teaming.
 Goals and objectives are
not aligned across
different parts of the
organization.
 When creating cross-functional teams, communicate that a
common purpose is to create operating consistency across
units. Require that cross-functional “ease of movement” be
one measure of success.
 Implement tools such as RACI charts that create role clarity
and accountability for deliverables and actions. Hold everyone
equally accountable for the outcomes and deliverables,
allowing no excuse-making or finger-pointing.
 Work with the team to identify potential cultural differences in
teaming approaches. Explore virtual collaboration tools that
encourage continuous, rather than sequential collaboration
and teaming.
 Create and implement structure, routine and systems that
support aligning goals and objectives across the organization.

8. Culture Snapshot: Resources
 Your HR Partner can tell you more
 To learn more about Culture Snapshot
visit http://www.leaderonboarding.com/17286.cfm
 If you have specific additional questions about Culture
Snapshot, call Leader OnBoarding at 877.733.7310
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