This document discusses creating a culture of excellence in Christian organizations. It discusses how toxic cultures can undermine good strategies and initiatives. It then outlines several dimensions that define a great place to work, including communication, competence, integrity, support, collaboration and caring. Research from over 470 Christian ministries surveyed shows that employee engagement is linked to factors like ministry value, leadership, commitment to growth, and compensation. The "5 C's of Christian leadership" are outlined as Christian character, competence, commitment to growth, communication for action, and compensation.

1. 1 Creating a Culture of Excellence Al Lopus June 2011

2. Proposition: Bad culture eats good strategy for lunch… 2

3. 3 Toxic Culture

4. 4 Leadership Introduces New Strategy Toxic Culture Leadership Introduces New Strategy

5. What’s left? 5 Toxic Culture

6. 6 Bad culture eats good strategy for lunch… New Strategy Toxic Culture What’s left of the Strategic Initiative?

7. Employee Engagement Is Linked to Ministry Growth Staff Engagement Levels

8. Engagement & Turnover I would prefer to remain with my organization even if a comparable job at higher pay were available. 47.9% 42.6% 9.5%

9. DEFINING A GREAT PLACE TO WORK®

11. A Great Place to Work– What Makes Some Employers So Good (and Most So Bad) by Robert Levering (1988)

13. 100 Best Annualized ReturnsAnnualized Returns 1998-2009

14. 13 The Best Christian workplaces Model

15. Ministry Value Chain:“Healthy Ministries Tend to Be Fruitful Ministries” A Compelling Place to Work A Compelling Place to Receive Ministry A Compelling Place to Give Staff Retention Growth Customer & Supporter Satisfaction Customer & Supporter Loyalty Ministry Value Staff Engagement Effectiveness Staff Productivity Source: Harvard Business Review: Putting the Service-Value Chain to Work. Heskett, Jones, Loveman, Sasser and Schlesinger. March-April, 1994 Adapted for Christian Ministries by BCWI

16. Employee Retention Growth Customer & Supporter Satisfaction Customer & Supporter Loyalty Ministry Value Employee Engagement Effectiveness Employee Productivity The Next Question: What Factors Influence Engagement? Factor 1 Ministry Value Chain: Factor 2 Factor 3 Factor 4 Factor 5

17. Research in Christian Workplaces 470+ unique Christian ministries surveyed 100,000+ staff respondents over last 9 years Research by SPU’s Doctoral Program in Industrial/Organizational Psychology (Drs. Rob McKenna & Tanya Boyd) 58 Question Staff Questionnaire 16

18. Representative Organizations KSBJ, Houston KCMS, Seattle EMF/ K Love Back to the Bible American Bible Society Heartland Church, Rockford, IL LifeChurch.tv Indiana Wesleyan U Tyndale House InterVarsity Press CRISTA, Seattle Denver Rescue Mission ELIC Joni and Friends MOPS International ADF Upward Sports 17

19. Commitment To Growth Ministry Value Chain: Christian Character Employee Retention Growth Competence Customer & Supporter Satisfaction Customer & Supporter Loyalty Ministry Value Employee Engagement Climate for Action Effectiveness Employee Productivity Compensation 5 C’s of Christian Leadership

20. Christian Character 19 Faithful leadershipexhibits the Fruit of Holy Spirit, puts Christ first, has integrity, demonstrates compassion High trust between leadership and staff Christian witness –by reflecting Christ to the World What does the Lord require of you?To act justly and to love mercy and to walk humbly with your God Micah 6:8

21. Competence 20 Management excellence – stewardship of human and financial resources Alignment- Mission, vision, values strategy and goals aligned Results – the ability to deliver results Healthy relationships with stakeholders

22. Commitment to Grow 21 Supervisory intimacy – supervisors care for employees as people, and can solve work related problems. Mentoring- development is encouraged by a mentor Community- Christian community experienced with co-workers

23. Communication for Action Active collaboration- seeking and acting on suggestions Inclusive transparency-involving employees in decisions and openly explaining reasons behind decisions Innovative focus- encouraged to experiment 22

24. Compensation Recognition for top performers Fairness in the levels and treatment of rewards and benefits 23 For the worker is worthy of his wages. Luke 10:7

25. Four Levels of Health 24

26. Culture Overall 25 Pioneering Healthy Limited Health Toxic

28. “The 4-D” Cycle - Organizational Change Approach (Appreciative Inquiry) Discovery What gives life? Appreciating 2. Dream What might be? Envision Impact 4. Destiny How to empower, learn & improve? Sustaining Positive Change Topic 3. Design What should be-the ideal? Construct Together

29. Prayer That Christian organizations set the standard as the best, most effective workplaces in the world.” 28