Organization: Live Case Study - WordPress.com...Ophelia Cross [DLF/UCD] Management 7 I We spend a lot of personal time together. I consider Ophelia a personal friend and confidant

1

2

3

4

5

6

7

8

9

10

11

Culture Map: Complete Overview Date: 10.5.2013 Page: 1

Organization: Live Case Study

CONFIDENTIAL - MDNA Strategy © 2013 Ed Kang — All Rights Reserved

Culture Map: Dimension Legend Date: 10.5.2013 Page: 2



42.0 51.8

40.937.9

28.140.4

1.9

10.0

Culture Map: Dimension Scoring Date: 10.5.2013 Page: 3



Live Case Study1. Patti Turner [DLF/SSA]2. Carol Jennings [IAF/SSA]3. Wesley Johnson [KWR/CVS]4. Marcy Jules [IAF/SSA]5. Gina Davidson [IAF/SSA]6. Barbara Able [UCD/IAF]7. Ophelia Cross [DLF/UCD]8. Felicia Cain [CVS/KWR]9. Holly Shu [IAF/SSA]10. Clive Shelton [DLF/UCD]11. Karl Edgar [UCD/EIA]

1

2

3

4

5

6

7

8

9

10

11

Culture Map: Motivational Profiles Date: 10.5.2013 Page: 4



Live Case Study1. Patti Turner [DLF/SSA]2. Carol Jennings [IAF/SSA]3. Wesley Johnson [KWR/CVS]4. Marcy Jules [IAF/SSA]5. Gina Davidson [IAF/SSA]6. Barbara Able [UCD/IAF]7. Ophelia Cross [DLF/UCD]8. Felicia Cain [CVS/KWR]9. Holly Shu [IAF/SSA]10. Clive Shelton [DLF/UCD]11. Karl Edgar [UCD/EIA]

1

2

3

4

5

6

7

8

9

10

11

Culture Map: Social Engagement Date: 10.5.2013 Page: 5



Patti TurnerPrimary "Promise"

DLF SSASecondary "Personality"

DLF: Dominion Leadership & FreedomSSA: Sacrificial Services & Authority Position: Systems Control Supervisor: Karl Edgar Department: Administration Location: Calgary Tenure: 6 years Notes:Recently promoted to current position.

Culture Map: Individuals Date: 10.5.2013 Page: 6



PATTI TURNERCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

6: We're getting better at this every week. I have beenempowered to create these systems.

QUESTION 2: On a scale of 1 to 7, how much personaldesire do you feel to be part of any necessary change?

2: Not very much confidence.

QUESTION 3: On a scale of 1 to 7, do you feel you haveadequate access to the necessary knowledge to implementchange in the organization?

3: As I said I need more training.

QUESTION 4: On a scale of 1 to 7, how confident do youpersonally feel in applying and executing the necessarychange if you were asked to?

4: I feel I need more training.

QUESTION 5: On a scale of 1 to 7, do you feel there areenough systems and support within the organization toreinforce any change after it has been implemented?

6: There are so many I wouldn't know where to start!

PATTI TURNERSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

5: The company has been very good to me and my husband.

QUESTION 2: On a scale of 1 to 7, do you feel you have thefreedom to execute your responsibilities the best way youknow how and pursue any areas of desired mastery?

4: I am given a lot of freedom but sometimes I just don'tagree.

QUESTION 3: On a scale of 1 to 7, how much do you feelbeing part of this organization serves a larger purpose in therest of your life? For example: in your community, family andother social circles.

6: I want to get better at business in general. I want toparticipate in business meetings and learn how to negotiate. Iappreciate when I am invited.

4.0 5.0




Patti Turner Social Graph11. Karl Edgar [UCD/EIA]10. Clive Shelton [DLF/UCD]9. Holly Shu [IAF/SSA]3. Wesley Johnson [KWR/CVS]

1

2

3

4

5

6

7

8

9

10

11




PATTI TURNER SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments

Karl Edgar [UCD/EIA]Executive

6 I Recently Karl helped me with a vision exercise. It was very helpful and I am excited about my newposition with his coaching.

Clive Shelton [DLF/UCD]Executive

6 I My last meeting with Clive was the best I've ever had.

Holly Shu [IAF/SSA]Management

4 S We work really well together.

Wesley Johnson [KWR/CVS]Management

6 D I am starting to get frustrated with this relationship. But we can make it work. My new positionshould help him more.




Carol JenningsPrimary "Promise"

IAF SSASecondary "Personality"

IAF: Intuitive Alignment & FulfillmentSSA: Sacrificial Services & Authority Position: Executive Administrator Supervisor: Clive Shelton Department: Administration Location: Edmonton Tenure: 1 year Notes:Recently graduated.




CAROL JENNINGSCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

3: I am trying to learn the systems.


3: N/A


2: My role is very junior. I help where I can.


3: I wouldn't really know where I can help.


4: N/A

CAROL JENNINGSSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

5: My purpose is to grow here so I can do important things inmy personal life.


2: My job responsibilities are pretty strict.


4: I would like to be trained more.

3.0 3.0




Carol Jennings Social Graph11. Karl Edgar [UCD/EIA]10. Clive Shelton [DLF/UCD]9. Holly Shu [IAF/SSA]

1

2

3

4

5

6

7

8

9

10

11




CAROL JENNINGS SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


5 I We work out together outside of work. I joke and call him my "Back Up Dad."


7 S He can be a hard boss. But I respect his leadership.


5 S Holly trained me when I started here.




Wesley JohnsonPrimary "Promise"

KWR CVSSecondary "Personality"

KWR: Knowledgeable Wisdom & ResponsibilityCVS: Compelling Value & Stewardship Position: Business Development Supervisor: Karl Edgar Department: Management Location: Edmonton Tenure: 4 years Notes:Technical certifications.




WESLEY JOHNSONCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

4: The systems are not totally there yet but getting better.


4: This is something I need to discuss more at our CultureClubs.


7: Our Culture Clubs have been this highlight of my week. Itgives me the ability to spitball ideas.


5: I know it is important but I need the opportunities and tools.But it is getting better.


6: Training. We need more training overall.

WESLEY JOHNSONSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

7: I chose to come here because I knew I would learn and bementored here.


6: Yes I have been given a lot of autonomy.


5: I am learning to be a better divisional manager.

5.0 6.0




Wesley Johnson Social Graph11. Karl Edgar [UCD/EIA]10. Clive Shelton [DLF/UCD]7. Ophelia Cross [DLF/UCD]1. Patti Turner [DLF/SSA]

1

2

3

4

5

6

7

8

9

10

11




WESLEY JOHNSON SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


6 I We have been working through a better understanding as of late. This has been going really well.


6 I This was a very difficult relationship at first. I did not understand Clive. But lately with the help ofKarl, this has been getting better.

Ophelia Cross [DLF/UCD]Management

7 I We spend a lot of personal time together. I consider Ophelia a personal friend and confidant.

Patti Turner [DLF/SSA]Administration

6 S I could not have built my division without her. I trust her abilities more than mine. But I also knowshe needs to grow and that we need to challenge each other more.




Marcy JulesPrimary "Promise"


IAF: Intuitive Alignment & FulfillmentSSA: Sacrificial Services & Authority Position: Junior Accountant Supervisor: Clive Shelton Department: Accounting Location: Calgary Tenure: 1 year Notes:Newest member of the team.




MARCY JULESCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

4: The department is working towards the systems. I need tolearn them.


2: I have tried to make changes in my life before. But I know Ican be emotional.


2: Not really.


4: I know I need to work on my confidence.


4: I am pretty new here. I have idea but am not totally sure.

MARCY JULESSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

5: My life has changed since coming here for the better.


4: My supervisor is great but there are other things I want totry.


7: Yes, I really want to learn to work with people better.

3.0 5.0




Marcy Jules Social Graph10. Clive Shelton [DLF/UCD]9. Holly Shu [IAF/SSA]8. Felicia Cain [CVS/KWR]5. Gina Davidson [IAF/SSA]

1

2

3

4

5

6

7

8

9

10

11




MARCY JULES SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


3 I Sometimes I feel intimidated.


5 I We have a great relationship and even spend time outside the office together.

Felicia Cain [CVS/KWR]Accounting

3 I We work in the same office so there is a lot of chatting. I am getting to know her.

Gina Davidson [IAF/SSA]Accounting

2 S She supervises me on my projects.




Gina DavidsonPrimary "Promise"


IAF: Intuitive Alignment & FulfillmentSSA: Sacrificial Services & Authority Position: Finance Supervisor: Clive Shelton Department: Accounting Location: Calgary Tenure: 3 years Notes:Sub-Contractor.




GINA DAVIDSONCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

2: N/A


3: N/A


3: N/A


4: N/A


4: N/A

GINA DAVIDSONSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

2: N/A


4: N/A


3: N/A

3.0 3.0




Gina Davidson Social Graph10. Clive Shelton [DLF/UCD]9. Holly Shu [IAF/SSA]

1

2

3

4

5

6

7

8

9

10

11




GINA DAVIDSON SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


5 S We have worked together a long time.


4 S We have worked together a long time.




Barbara AblePrimary "Promise"

UCD IAFSecondary "Personality"

UCD: Unyielding Conviction & DesignIAF: Intuitive Alignment & Fulfillment Position: Director of Development Supervisor: Karl Edgar Department: Management Location: Vancouver Tenure: 3 years Notes:Certified Life Coach.




BARBARA ABLECHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

4: Learning the systems is important to me.


7: I just need a chance!


4: I am looking forward to having Clive and Karl teach memore.


7: I know I can make a contribution. I look forward to gettingmore opportunities.


4: I am still learning about the business.

BARBARA ABLESELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

7: There is a strong purpose and calling here. I can see it.


3: Right now I am a little constrained because of my flexibleschedule and external commitments. But this is improving.


7: I know I need to learn more about business. But there areother skills I need to learn and contribute.

5.0 5.0




Barbara Able Social Graph11. Karl Edgar [UCD/EIA]10. Clive Shelton [DLF/UCD]9. Holly Shu [IAF/SSA]7. Ophelia Cross [DLF/UCD]

1

2

3

4

5

6

7

8

9

10

11




BARBARA ABLE SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


7 I Karl is an incredible part of this company.


7 I Clive is a true leader.


4 I I see Holly as a major asset.


4 I I really want to spend more time mentoring Ophelia. I am enjoying her more as we get to knoweach other.




Ophelia CrossPrimary "Promise"

DLF UCDSecondary "Personality"

DLF: Dominion Leadership & FreedomUCD: Unyielding Conviction & Design Position: Human Resources Supervisor: Karl Edgar Department: Management Location: Edmonton Tenure: 2 years Notes:Transferred from accounting.




OPHELIA CROSSCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

3: We have to work on this!


6: I have already been asked to implement many changes. Ireally feel I am doing well.


6: I am gaining more knowledge continually.


7: I am appreciative that Karl has involved me in higher levelstrategic initiatives. It has added a new desire to makechange happen here.


6: I know my department needs to evolve and grow accordingto our needs.

OPHELIA CROSSSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

7: I believe in our corporate purpose.


7: Karl does not micromanage at all. He gives me ample timeto get my tasks done and trusts me to do so.


7: I wasn't formally trained in HR but I want to improve inevery area. I also want to learn to be a better manager.

5.0 7.0




Ophelia Cross Social Graph11. Karl Edgar [UCD/EIA]10. Clive Shelton [DLF/UCD]9. Holly Shu [IAF/SSA]6. Barbara Able [UCD/IAF]3. Wesley Johnson [KWR/CVS]

1

2

3

4

5

6

7

8

9

10

11




OPHELIA CROSS SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


7 I Karl has really invested and encouraged me.


6 I I feel Clive is beginning to really trust me.


3 I I really felt like Holly did not like me at first. But it has recently gotten much better.

Barbara Able [UCD/IAF]Management

5 I We are working together more in our department.


7 I We are part of the Culture Club together. I call him one of my "Besties."




Felicia CainPrimary "Promise"

CVS KWRSecondary "Personality"

CVS: Compelling Value & StewardshipKWR: Knowledgeable Wisdom & Responsibility Position: Accounting Supervisor: Clive Shelton Department: Accounting Location: Edmonton Tenure: 1 year Notes:Leads the accounting team.




FELICIA CAINCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

3: This is where we are lacking. I hope to change this.


3: It has been difficult on many levels. But I believe it will getbetter.


4: Again I am new here.


7: I really want to make things happen here!


5: Being new I can see many areas in our department thatneed to change. But also I feel that we have issues I cannotcontrol.

FELICIA CAINSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

6: My husband says I have never been so much happiercoming from work.


3: Sometimes I feel like I can be sabotaged. I get greatsupport from some but I am frustrated in many areas.


5: I was at my previous job for a very long time. I feel like Ineed to learn much more here.

4.0 4.0




Felicia Cain Social Graph11. Karl Edgar [UCD/EIA]10. Clive Shelton [DLF/UCD]9. Holly Shu [IAF/SSA]5. Gina Davidson [IAF/SSA]4. Marcy Jules [IAF/SSA]

1

2

3

4

5

6

7

8

9

10

11




FELICIA CAIN SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


5 I I received great encouragement from Karl. Especially during a very difficult time.


5 S Sometimes I feel uncomfortable being open even though he is my direct supervisor and says I caninterrupt any time.


4 I Holly has been great!


2 D Honestly, this has not been a great relationship and Gina is the main source of my frustration.

Marcy Jules [IAF/SSA]Accounting

2 S She is very shy.




Holly ShuPrimary "Promise"


IAF: Intuitive Alignment & FulfillmentSSA: Sacrificial Services & Authority Position: Operations Manager Supervisor: Clive Shelton Department: Management Location: Vancouver Tenure: 8 years Notes:Longest tenured employee.




HOLLY SHUCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

5: Clive and Karl are really helping us with systems.


2: I am working on this.


5: I know I can go to Clive and Karl. But I do need to learnmore.


7: I really want to see things improve. I am excited about theopportunities.


7: Our department is extremely busy. I need to become abetter leader.

HOLLY SHUSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

6: This is my second family. I am very lucky to have friendsthat I do here.


4: The demands of others can be overwhelming to me.


7: I need to be a better leader.

5.0 5.0




Holly Shu Social Graph11. Karl Edgar [UCD/EIA]10. Clive Shelton [DLF/UCD]8. Felicia Cain [CVS/KWR]7. Ophelia Cross [DLF/UCD]6. Barbara Able [UCD/IAF]5. Gina Davidson [IAF/SSA]4. Marcy Jules [IAF/SSA]1. Patti Turner [DLF/SSA]

1

2

3

4

5

6

7

8

9

10

11




HOLLY SHU SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


5 I Karl is a good leader and great teacher. I am thankful for his support.


7 I I consider him one of my best friends outside of work.


3 S I am thankful she is here because she does her work. But I don't know if she is a long-term fit.


3 I She is growing on me. We had issues at first.


5 I She has been a great support.


3 D I have really struggled with Gina for the last few months. I hate to say anything bad but it has beentough.


5 I I love her. But I am worried she doesn't want to be in our department.


4 I She has been great the past few months. Last year I really struggled with her. She can be hot andcold but is very good at her work.




Clive SheltonPrimary "Promise"

DLF UCDSecondary "Personality"

DLF: Dominion Leadership & FreedomUCD: Unyielding Conviction & Design Position: President Supervisor: Clive Shelton Department: Executive Location: Calgary Tenure: 20 years Notes:Owner.




CLIVE SHELTONCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

6: This is where we need work. Some systems I havedelegated so I need to make sure my staff has the support.


7: There are advantages to being the boss!


7: Best way to learn is though experience and surroundingyourself with the right people.


7: I have high ownership in all change and I want to coachothers to be leaders.


7: As the owner of the company, I always see a need forchange.

CLIVE SHELTONSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

7: I have always taught my staff, "Making money is easy.Growing people is hard." Our main product is people. It's notabout profit to me. Our purpose has to be much bigger or Iwouldn't have this company in the first place.


7: I am accountable but I do have the freedom.


7: I am constantly learning and wanting to challenge myself.We can only grow as fast as our management allows us.

6.0 7.0




Clive Shelton Social Graph11. Karl Edgar [UCD/EIA]9. Holly Shu [IAF/SSA]8. Felicia Cain [CVS/KWR]7. Ophelia Cross [DLF/UCD]6. Barbara Able [UCD/IAF]5. Gina Davidson [IAF/SSA]4. Marcy Jules [IAF/SSA]3. Wesley Johnson [KWR/CVS]2. Carol Jennings [IAF/SSA]1. Patti Turner [DLF/SSA]

1

2

3

4

5

6

7

8

9

10

11




CLIVE SHELTON SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


7 I Karl has grown so much in the last 4 years. He is my right hand man.


7 I Holly has been with me the longest. She is one of my best personal friends as well as a trustedmanager in my organization. She is loyal. I challenge her often and believe in her.


2 D She is 50/50 for me. She was quirky at first but has not been able to build relationship with me towhere I would like it. I need to trust her but there are issues. She doesn't really lead herdepartment. Let's see where it goes.


6 I I am liking her more and more. It has been tough but I see the value in her now. I think she isquickly becoming part of our inner circle of trust.


7 I We are still trying to find the right fit for her, but she is growing in her role every week.


6 I Recent changes have created a new opportunity to grow with Gina. The other day she came intomy office and apologized which was new for her.


2 S Very difficult to read her.


6 I Wesley is turning a corner for sure. He has really grown and changed.

Carol Jennings [IAF/SSA]Administration

6 I Carol has also grown tremendously. She is an excellent asset and I am personally mentoring herfor future management.


6 I For the previous 8 months, she was not an ideal employee despite the fact she is very competent.However after taking her on a company vacation, she is knocking it out of the park.




Karl EdgarPrimary "Promise"

UCD EIASecondary "Personality"

UCD: Unyielding Conviction & DesignEIA: Empowering Inspiration & Attraction Position: CEO Supervisor: Clive Shelton Department: Executive Location: Calgary Tenure: 4 years Notes:Acting "Chief Culture Officer".




KARL EDGARCHANGE & CONFIDENCE INDEXQUESTION 1: On a scale of 1 to 7, how aware are you ofwhere and how your organization needs to change?

5: Sometimes I lack the support needed for change becauseof individuals in the organization I feel are stuck in traditionalthinking. However overall I can create the support if needed.


7: I have been part of orchestrating change as part of my jobdescription.


7: Being self directed is very important for me. I am alwayscompelled to challenge status quo so I research and readwhere I can.


7: Change is important to me. I am thankful I have a chanceto constantly try to improve the organization through change.


7: We need to be in a constant state of change if we want toevolve and innovate.

KARL EDGARSELF-DETERMINATION INDEXQUESTION 1: On a scale of 1 to 7, are there areas ofcompetence within your organizational responsibilities youwish to master?

7: It serves a huge purpose. I know that the better leader Ibecome at work, the better leader I am in my family andcommunity.


6: I still have to report to the President, however for the mostpart I have all the freedom I need.


7: I am always pushing myself in the areas of management,innovation and culture.

6.0 6.0




Karl Edgar Social Graph10. Clive Shelton [DLF/UCD]9. Holly Shu [IAF/SSA]8. Felicia Cain [CVS/KWR]7. Ophelia Cross [DLF/UCD]6. Barbara Able [UCD/IAF]5. Gina Davidson [IAF/SSA]4. Marcy Jules [IAF/SSA]3. Wesley Johnson [KWR/CVS]2. Carol Jennings [IAF/SSA]1. Patti Turner [DLF/SSA]

1

2

3

4

5

6

7

8

9

10

11




KARL EDGAR SOCIAL ENGAGEMENT INDEX *EXTERNALName SEI I / D / S Comments


7 I My deepest relationship is with Clive. I trust him in areas of my life beyond even work.


5 S She is a great encouragement but I feel she can open up and take more risks with me in sharing.


4 I She is very new but we have had some great moments to connect over some tough situations.She needs to learn to lead more but we will get there.


6 I Ophelia has grown the most. At one point we actually agreed to part ways but during the transitionperiod she responded with such professionalism and went to a whole new level. I consider her oneof my key assets in the company and plan to train her to new levels. The trust is definitely there.


7 I Barbara is a secret weapon. She is an amazing encouragement. We need to use her social skillsmore.


3 D I felt like we were really growing together but something happened. Since then it hasn't been thesame. Not sure what to do here.


2 I She is very shy. Have not been able to go deep with her.


6 I Quickly becoming someone I trust. He is learning leadership and is a lot of fun to be around. Westarted working out together and that has helped us go to the next level.

Carol Jennings [IAF/SSA]Administration

5 I Carol is like a daughter to me. I love working with her and watching her learn and grow. She will berunning the company one day.


6 I This has been a tough relationship. But the upside is huge. We are getting there. I trust and dependon her and recognize her value.







Documents

Organization: Live Case Study - WordPress.com...Ophelia Cross [DLF/UCD] Management 7 I We spend a lot of personal time together. I consider Ophelia a personal friend and confidant