Hello & Welcome,
I am your instructor Angelique Weiley-Anderson. In this course you will learn the importance of a good culture inside any organization or department, you will learn to be a better leader, and you will learn how to better engage employees. Building a solid business foundation on the vision and mission of the business is necessary to cultivate excellent behaviors and morale inside the organization. I call this The Bridge and my consulting firm is called The Bridge Venture.
This is split into an 8-week course if you are actually doing this exercise inside of your organization. If you are trying to become a better leader, follow the course at your own pace and you could finish it in about 2-3 weeks. There are a total of 30 videos running an average of 7-10 minutes each. There are 12 workbooks/worksheets/or checklists to help you put your learning into action. There are 4 exciting and informative info-graphics you can print and hang up at your office and share with others.
The investment for this class is $195, but this training is worth somewhere in the $5000+ range. If you think about it, to hire a Human Resources professional to help restructure a department or an entire organization would cost at least a management headcount salary. You will find this class well worth its price.
The course is designed for anyone who really wants to turn their workplace around for the better. This would include the small business owner, any person with employees reporting to them, corporate executives, human resources employees and managers of any type. Even an employee looking to be promoted to a manager could learn how to be a GREAT manager from this course. This potential student is looking for ways and a better understanding to increase employee engagement and overall business culture and morale.
After taking this course, you will be able to understand a complete model of what culture looks like inside of an organization. You will be able to diagnose your organization's current culture and identify a desired culture. You will know how to create or tweak an organization's mission, vision, core values, and goals. You will identify and understand the required culture shifts that need to take place to make a happy environment. You will be able to conduct senior management role modeling and then align all systems and processes to the new culture.
You will learn how to engage all employees with the new culture by getting them involved, and then roll the new culture out to a department, entire organization and brand it. When all is said and done, the main thing to remember is that you could have the most amazing product or service to sell, but if your organization does not have a healthy environment and culture, your product and service does not mean anything.
If you have any questions, please contact me at anytime and I will answer within 24 hours. If you would like a certificate for completion of the program, just message me and I can send that to you as well.
I honestly want to welcome you to our Culture Development Transformation Program.
You have taken the first steps to changing the culture within your organization and I am very proud of you.
This is not an easy task you are about to take on, but that is why I am
here to help you step-by-step of the way. My program I have created
will show you how to do analysis, create a masterpiece in your new
vision, and roll out your new culture brand for the world to see.
No matter what, you already do have culture in your organization right
now. Whether it is good or bad, you have it already. This culture you
already have has become accepted behavior whether you know it or not.
This proven system has been used by countless companies trying to change
their way of doing business. I don't say it lightly when I say that I
honestly care about the success of your culture development.
As I share the week-to-week training with you, know that the structure
of the program and how it is rolled out to you is very methodological on
purpose. Every step of this process must be complete in order, and in
due time. Please do not feel like you need to rush through this program
by any means. It truly will not get you to the finish line faster.
Taking time to think, research and plan out your new culture in your
organization is very important and you don't want to miss any steps.
Here's how the training program works:
Please go ahead and start in the "Getting Started" box of the
dashboard. Then move onto Week 1 after that.
If you want to get this program kicked off in your organization quickly,
I encourage you to stay on track with one module per week for 8 weeks,
trying not to fall behind.
“It’s the way we do things around here…”
Culture is the values, norms, beliefs, decisions, language, attitude,
symbols, and most importantly the accepted behaviors of a group of
people. Every culture has a DNA, an ethos, a tribal smell. It is a way
of life that involves a reward system, practices, tradition, and
rituals. Culture is passed from one generation to another through
communication, symbolism, teaching /correction, and most importantly
Your mindset is a mental attitude that determines how you will interpret and respond to situations.
It is a complex mental state involving beliefs, feelings, values, and dispositions to act in certain ways.
As you can see, mindset OVERLAYS culture they are in SYNC.
Cultural Mindset is the thought processes characteristic of an
individual or group that determines the basis on how and why they make
Before you move forward to Week 1, I want you to think about a few things and then journal about your thoughts:
1) What do I want to walk away with in this program?
2) Why am I doing this program?
3) Why do I feel it is important to change the culture inside my organization?
4) What successes am I looking for from this program?
5) What are my challenges walking into this program?
6) What are my expectations of this program?
1) Understand WHY gaps are in your current organization
2) Understand what the culture is inside your organization
3) Have a clear picture of why we need to change your culture today!
4) Realize everything must align with your vision of the organization and everyone must understand it
5) Set appropriate goals supporting the culture of the organization
6) Roll out a new strong culture presence and maintain it for years to come!
The only true way to know if you culture or vibe inside of your department or organization is in check or not is to diagnose it. In this lecture, I move you through the steps to take to diagnose it. I help you ask the right questions and make sure you dig deep to find different aspects of your department or business that you may not have thought of. Let's take a look!
What are the Esthetics of your culture? We are talking about the physical pieces of your culture. We are talking about what is already setup in the organization. What is your mission, vision, and core values? What does the place look like? What do the procedures look like? We really dig into the way things are setup now. Let's get digging and use the workbook as your guide!
Now we are going to dig into the behaviors of the organization or department. I firmly believe that behaviors can become accepted if someone doesn't say "No" don't do that. What kind of behaviors are you seeing that have become the "norm" inside your business? Attitudes, the way people do things, and everything in between is all included here. Let's start researching and use the workbook as your guide!
The next step of the puzzle is understanding what it is that you and your organization are looking for in a culture. We will put down all of our ideas and suggestions without dealing with roadblocks like money, resources, and time. This truly is like building your business all over again - no bars hold!
The first thing we will go over once again are the esthetics of our culture and what we would like it to look like. What changes in the building, changes in processes, and mission/vision statements do you need? Remember, money, resources and time are no obstacle here when going through this workbook!
The second thing we will go over once again are the behaviors of our culture and what we would like it to look like. What changes to the behaviors of the people, the relationships you have with others, and the recognition programs do you want? Remember, money, resources and time are no obstacle here when going through this workbook!I want you to think of the different kind of cultures you can have inside your organization. Here are some ideas:
- Culture of Teamwork
- Culture of Rigor
- Culture of Accountability
- Culture of Revenue
- Culture of Customer is #1
- Culture of Empowering Employees
- Culture of Work/Life Balance
- Culture of Trust
- Culture of Recognition
- Culture of Our Product is #1- Culture of Honest Leadership
Every organization out there, whether non-profit, not-for-profit, or for profit should have a mission statement, vision statement, and core values. They also MUST have goals for their business, annual goals, quarterly goals, and monthly. These are critical for the direction of the business and where it is going into the future.
Everything inside an organization connects with the foundation of the vision. Missing pieces could make the bridge tumble down. Download and keep this chart for your office. And remember the importance of aligning everything together with the vision for results.
I want to share a couple of insights from some of my favorite CEO’s across the USA regarding culture so you can see what others feel about a culture who understand it. I see businesses and organizations that REALLY understand the importance of culture inspirational and amazing mentors. Check it out.
When an organization is formed, starting with a vision and mission statement is very important. It will keep an organization on track for goals and strategies during the development stages. That is why, when revamping your culture, we need to re-visit the current mission and vision statements within the organization to make sure they are still valid. It is okay to revisit them every couple years and revamp them to industry and economic changes.
Core values are what support the vision, shape the culture and reflect what the company values. They are the essence of the company’s identity – the principles, beliefs or philosophy of values. Let's dive into creating core values and some ideas to help you be creative.
Goals are probably the most important puzzle piece in a business or in your personal life. If you don't have goals, you won't change, you won't challenge yourself, you won't better yourself, and you won't grow. All of those things are very important for business. Why start a business if you don't want to grow or gain profits? Let's dive in!
Now we need to take our confirmed rock solid vision, mission, core values, and outcome goals, and tailor our new required cultural shifts around that. I have created a workbook to help you through this, keep you on track, and keep you in that reality world. Let's get going!
This workbook will help get you through what changes you will be making in your department or organization. Remember, this time, you are in the reality world, money, resources, and time all must be available to lock in what you will be changing here. Ready?
How do you be the best role model for your team?
From there, how to you expect your management team to be the best role models for their teams?
Then think about how everyone will be the best role models so on and so forth down the line.
These are the hottest buttons when I am talking about transforming your culture with the bridge. The reason I say that is because one bad apple who is not willing to get on board with the new program and the new way of living is going to destroy your changes. Senior Management role modeling is CRITICAL!!!
Now let's go through our leadership qualities checklist here.
If someone does not, check off, at least, half of those boxes on that list, they may not be a good fit for your organization.
It is okay to be tough right now, this is your organization and people are very important part of it. You need to start being honest with yourself and your organization. I know this is difficult for you but I am here for you!
It is very critical that your leadership team knows how to go through the decision making process. This tool will
empower your leaders to make their own decisions.
You should start feeling a little better about getting your leadership team on board with your transformation of your culture. Let's check this out together!
Please go ahead and show this video to your management team.
In this video, I speak directly to your team and help to get them on board as a 3rd party neutral advisor.
Aligning systems and processes with our new culture are like having peanut butter and jelly together on a sandwich.
It is the most important task that you must accomplish during the 90-days of your culture transformation. You must complete this task, so we completely integrate culture into the organization. Without this step, the transformation will crumble because we are not aligning the vision with the organization and the day-to-day tasks to get us there.
I tried to think of as many business processes, systems, and procedures out there in the world today and include them into a checklist for you. I want to make sure you don't forget anything while you and your teams are making changes to your systems and processes. This is an important step, so take the time to brainstorm with your organization to make sure you don't miss anything!
This part of the process of aligning ALL systems and processes with your new culture is so very important. If you don't align everything, something will fall through the cracks. BUT, at the same time, this is the most stressful part of the process because of the workload. You can't possibly do all of the work yourself, and your team may feel they are already over-worked with their day-to-day jobs. But this project is very important and must be fit into everyday schedules. I created some ideas and suggestions for time and stress management, print this out and hang it up for your team.
I don’t know about you, but I am the kind of person that loves affirmation, motivation, and recognition both in my personal and professional life. There probably are not too many people that don’t like some form of these three words in their personal and professional lives.
As we look at our organizations, we need to tie in these meaningful words of wisdom and connect with our employees and staff. I want to share with you the best ways to connect with them and start to turn your organization around to a very tightly run, fun, and exciting environment. I want this to be a place that attracts top talent in the industry; a place people are talking about and receiving rewards for “Best place to work.” Remember our PRO mindset here, we want to be the best.
This week as we roll out the new transformation to the employees and ask them for help with the changes, making sure that we do this step in teams, and we do this correctly.
Understanding the importance of your employees and how they fit into your culture will put your organization strides ahead of other organizations.
This checklist will help you in the roll out strategy to the employees. Use this as a guide to move forward with your transformation.
The possibilities of rewarding those in your organization are endless. The organization will be more on-board with your transformation with the excitement of rewards to stay on track as well. This will help everyone align with your goals and strategies into the future. I give you several ideas and suggestions for incentives. Think about it!
Please go ahead and show this video to your employees.
In this video, I speak directly to your team and help to get them on board as a 3rd party neutral advisor.
One thing every organization needs to remember; test, test, test. There is no way that any organization can tell if their new processes, procedures, or transformation is working without testing it and seeing the final results.
But from there, be proud of your changes by branding your new culture. I will help you with this process in these lectures and your customers, vendors, suppliers and other 3rd party relationships will see you are serious about building a healthy environment in your organization. Let's get rolling!
Ready to brand this new identity and excitement? You may want to have your marketing department help with this part of the project or hire a branding expert from outside the organization. Getting your brand right the first time and how to roll it out internally and externally is important to the success of the transformation.
Make sure everything ties together nicely and make sure you create excitement. Be proud!
You can create anything inside of your business, but if you don't test it, you don't know if it is working or not. Take a look at this info-graphic and see the familiarity it has to the bridge. I am giving you ideas and suggestions here in this video to measure your success or challenges. If you have something that is not working, that is okay too - fix it! Check this out!
Angelique Vuilleumier is a passionate, highly sought Culture & Engagement Director who exceeds at applying industry best practices to enhance company culture, increase engagement, and develop successful strategic plans. She is adept at identifying areas of strengths and weaknesses to devise solutions and focused on helping others reach their fullest potential in business. With an exceptional background in public speaking, coaching, and training/motivating hundreds of employees, she has garnered a reputation as a trusted leader in the healthcare supply chain & business arena for over 19 years.
Angelique possesses notable experience surpassing financial and service objectives via a combination of superior program management, lean project management, renewed marketing directive and incentive driven rewards for achievement. In addition, she is adept at analyzing complex situations to provide comprehensive solutions which align with company values and objectives. After receiving several awards, holding seats on several community boards, and building a state of the art facility, she continued to advance her career through a shift into culture and engagement, as well as completing ongoing education in the field of branding, marketing and sales. With consummate focus on company values, continued engagement/retention, and flawless cross-functional communication, Angelique ensures that companies enjoy resounding growth. Angelique very much enjoys public speaking and training others. People call her the "Queen of Culture & Employee Engagement."
With all of this in mind, Angelique still has a burning passion for supply chain and healthcare. Angelique is the Founder and Managing Director of the consulting firm "The Bridge Venture" where she and a partner consult with businesses around the world about processes and tasks within business, but also have a heavy focus on behavioral, emotional, and morale within the organization.
In her free time Angelique enjoys traveling, eating clean, scuba diving, snowboarding, and researching industry workings.
I look forward to meeting you!