Where is your workplace culture at?

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Quiz Questions

1.
If we asked five of your people at the coal-face what your organisation's purpose was, they would...
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- A.
  1. Look at us like we had just spoken Klingon (and they don't speak Klingon).
- B.
  2. Say "I think we have one, but I haven't a clue what it is".
- C.
  3. Say "um" a few times, then deliver up five different answers that all start with "I think it's something like..."
- D.
  4. Confidently deliver close to the same purpose statement 5 times over.
- E.
  5. All tell you the same thing, and how much it means to them.
2.
Which is most true about teams in your organisation?
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- A.
  1. We tend to throw teams together and hope for the best.
- B.
  2. Our teams generally work well together with reasonable clarity and understanding of their purpose.
- C.
  3. We invest in team development to ensure our teams agree their purpose, understand team strengths and weaknesses and add value to the organisation.
- D.
  4. We invest in team development and teams understand how their purpose relates back to the strategy of the organisation, have clear team goals in place and measure results against them.
- E.
  5. Statement 4 above + Teams are open to constructive challenge from outside and regularly collaborate with other teams across the organisation. Teams engage in regular sessions to identify areas for continual improvement.
3.
Your organisation's processes could be described as...
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- A.
  1. Existing mostly inside people's heads.
- B.
  2. Mostly documented and generally relevant to meet business needs.
- C.
  3. Documented and user friendly. Customer centric, valued and followed by most.
- D.
  4. Statement 3 above + Accessible across the organisation with an effective mechanism in place to ensure regular review.
- E.
  5. Statements 3 & 4 above + Developed and reviewed with customer representation (internal or external). All team members are upskilled and empowered to raise issues, challenge and make improvements to processes within a controlled system.
4.
If we asked your people how you communicate as an organisation, they would most likely say...
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- A.
  1. Communication? What communication?
- B.
  2. We hear from the top about three or four times a year - does that count?
- C.
  3.They ask us what we want to hear about and we celebrate wins and stuff.
- D.
  4. The comms has really helped me understand the strategy. It's not just top-down, we get to communicate up to the leaders and ask questions.
- E.
  5. The comms are great! I feel really well informed about the things I care about, and I can get involved in discussions that challenge us and help us develop new ideas. The use of technology makes it all really accessible too.
5.
If patch-protection, status and hierarchy were a 1, and genuine open collaboration was a 5, your organisation would be a...
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- A.
  1. We rarely play nicely outside of our own teams and departments - and levels don't mix here!
- B.
  2. We'll seek out input from across the organisation if we really need to.
- C.
  3. We put together various teams of people from across the organisation for lots of reasons, and they generally work well.
- D.
  4. We work hard to make sure we operate as one team and that department/hierarchy/status/location don't create barriers to collaboration.
- E.
  5. Collaboration just happens organically here - across teams, departments and levels. Cross-organisation collaboration is an important part of how we innovate, learn and improve.
6.
Which of the following best describes the environments where you work?
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- A.
  1. Dysfunctional - the basic needs of our team members and/or health and safety requirements are often not met.
- B.
  2. Passable - Most basic needs are met but aspects of the environment hinder productivity.
- C.
  3. Functional - All basic needs and health & safety requirements are met, allowing team members to work in a functional and safe environment and enjoy reasonable levels of autonomy over how they work.
- D.
  4. Empowering - As team members we can make significant decisions about the way we work, where and when we work and our working environments.
- E.
  5. 4 above + Inspiring - The environment is highly functional, reflects our organisation's purpose and helps team members feel aligned and motivated. Health, safety & wellness of team members is a significant focus and goes well beyond legal compliance. We love the environment here!
7.
Let’s talk values — do you use 'em?
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- A.
  1. We don't have a clear set of values. Or maybe we do? Somewhere?
- B.
  2. We do have a clear set of values! Um, it's just that not that many of us know about them... yet...
- C.
  3. We have used our whole organisation to help us develop our values and behaviours.
- D.
  4. Not only do we have em, but we use em! In recruitment, reward and recognition, performance conversations and when making business decisions.
- E.
  5. We ROCK our values!! We all know them, get them and reflect them in our daily work lives - from CEO down.
8.
Our approach to developing our people most resembles:
- A.
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  1. A Sloth - Nothing much to see here...
- B.
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  2. A Panda - Development is left mainly to the individual and some might get support while others don't. (Seriously, google Panda moms!)
- C.
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  3. A Meerkat Pack - Each individual has a plan and is ready to go!
- D.
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  4. Orangutans - Leaders are upskilled and equipped to develop others with the right tools and systems to make it happen.
- E.
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  5. A Tiger - Strong and nimble. Focused on growing strengths as much as weaknesses & leveraging them for the betterment of others.
9.
How do you help and serve each other?
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- A.
  1. Everyone focuses on achieving their own "to-do" lists here, no-one else's.
- B.
  2. We generally try to help each other when we can.
- C.
  3. We've all been through a process to identify who we serve in the organisation and make sure we're meeting others needs.
- D.
  4. We have a well-embedded mindset here that our internal customers are super important so we make sure we're meeting their needs.
- E.
  5. We not only meet the needs of our internal customers, but we seek regular feedback to monitor performance and improve all the time.
10.
Continual learning and improvement - what best describes your organisation?
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- A.
  1. We do what we're told. It's safer that way.
- B.
  2. If we see something that could be better, we're able to raise it.
- C.
  3. We're encouraged here to think differently, look for improvements and take controlled risks to find better ways of doing things.
- D.
  4. We have a range of initiatives in place to make sure we're learning as an organisation, and we're open to challenge - bring it on!
- E.
  5. We are Continuous Improvement Gurus! Our people are all up-skilled to use CI tools and proactively make changes for the better all the time.
11.
How about those new people of yours?
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- A.
  1. We recruit for technical skill and experience, not personality - we're running a business here, not a popularity contest! Induction? It's called "figure it out".
- B.
  2. We like to think about culture fit when we recruit and we do some basic induction stuff - but it's a bit ad-hoc.
- C.
  3. We've identified what's important in our culture and we include this in our recruitment process. We have a consistent induction to make sure everyone gets the important stuff.
- D.
  4. Our people leaders are trained in sound recruitment and induction processes. We minimise bias, balance culture fit alongside technical skills and run a thorough 3-6 month induction process with plenty of two way feedback.
- E.
  5. New recruits are consistently a strong cultural fit and enhance the existing culture. Both new recruits and managers report significant value in the induction process for allowing new employees to reach their full potential sooner.
12.
Shhh it's a secret! What's your secret sauce?
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- A.
  1. Secret sauce? No, we don't make sauce. Sorry.
- B.
  2. There's a definite feel here that's unique to us, but I doubt anyone could name it.
- C.
  3. We ask people here what they see as unique and special and/or what they value, and we're working hard to enhance that stuff.
- D.
  4. We're really clear about what makes us unique and special and our people are motivated by it. It helps us attract new people too.
- E.
  5. Our unique identity and proposition really sets us apart as a great employer. It helps us retain our stars and easily attract great people.
13.
Let's talk Leadership
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- A.
  1. Some of our leaders are better than others. We make do with what we have.
- B.
  2. We understand and believe that our success begins with strong, consistent leaders. We could probably do more to achieve it though.
- C.
  3. We review and assess leadership capability of all leaders and new recruits, and invest in leadership development.
- D.
  4. We regularly develop and up-skill all our leaders to ensure consistent strength in emotional intelligence, strategic agility and ability to deal appropriately with poor performers.
- E.
  5. All leaders are fully aligned on the purpose and direction of the organisation, and are inspirational in their leadership approach to employee performance, enabling us to unleash our full potential. Leaders proactively seek out their own leadership development activities.
14.
The easiest question you'll answer today! Do you have a team of...
- A.
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  a. Less than 200 people
- B.
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  b. 200 or more people

Quiz Outcomes

1.
Your workplace culture is...in hibernation
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2.
Your workplace culture is… just budding
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Friend, you’re a joy to be around! Folks find your positive outlook refreshing as iced tea. They rely on you to turn their B- days into straight A’s. But here’s the catch: do you trust yourself as much as everyone trusts you?Emotional intelligence isn’t just about communicating with others — the most important relationships you’ll ever have is with yourself...Plus by honoring your needs, you’ll have more energy to lend a hand to friends and family. How do you get there? It all starts with self-love, friend. You don’t deserve any less!“Be faithful to that which exists within yourself.” — André GideReady to boost your emotional intelligence? Try these 3 strategies...1. Make positivity a daily practice! A little bit of optimism goes a long way, friend. Whether it’s gratitude journaling or meditating, find an activity that lifts you up and do it on the regular.2. Choose a growth mindset. Instead of seeing failure as a dead-end, view it as an opportunity to learn. Your mind if forever expanding. Just because you didn’t do so well at a task doesn’t mean you can’t — with a bit of practice — win big!3. Put on your best smile! Smiling boosts your mood. It also boosts the moods of everyone around you. By smiling, you show that you’re approachable and ready to engage.Hello, friend! I’m Tyla Taylor ✨I’m a holistic life coach who helps millennials — just like you — achieve bigger + better.After spending five years working in finance, I realized that the life I dreamed of in no way aligned with my current work. I wanted to add value to peoples’ lives.Now my favorite thing is watching my clients’ lives flourish in unexpected ways. Even if you’re not 100% there for yourself, I’ve got your back.Check out these ah-mazing resources to develop your emotional intelligence.1. Subscribe to my podcast The New You where I interview personal transformation gurus. Trust me, you’re going to learn a lot along the way!2. Checkout this post on my blog. I breakdown what emotional intelligence is + how you can use it to optimize your outlook 🙌3. Follow me on Instagram for self-care inspiration! From rejuvenating cucumber masks to my favorite guided meditations, I’ve got you covered!Plus expect to see me in your inbox with transformational tips ✨
3.
Your workplace culture is… about to bloom
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Congratulations friend, you know that taking care of yourself is a big part of taking care of everyone in your life! You express your opinions without ever coming off as pushy or threatening.Boundaries are a big ‘yes’ for you. You don’t overcommit because you know you can’t shine your brightest when worried about what others might think.Give yourself a big pat on the back! You could basically teach a class on emotional intelligence.“We plant seeds that will flower as results in our lives, so best to remove the weeds of anger, avarice, envy and doubt.” — Dorothy DayReady to boost your emotional intelligence? Try these 3 strategies...1. Make positivity a daily practice! A little bit of optimism goes a long way, friend. Whether it’s gratitude journaling or meditating, find an activity that lifts you up and do it on the regular.2. Choose a growth mindset. Instead of seeing failure as a dead-end, view it as an opportunity to learn. Your mind if forever expanding. Just because you didn’t do so well at a task doesn’t mean you can’t — with a bit of practice — win big!3. Put on your best smile! Smiling boosts your mood. It also boosts the moods of everyone around you. By smiling, you show that you’re approachable and ready to engage.Hello, friend! I’m Tyla Taylor ✨I’m a holistic life coach who helps millennials — just like you — achieve bigger + better.After spending five years working in finance, I realized that the life I dreamed of in no way aligned with my current work. I wanted to add value to peoples’ lives.Now my favorite thing is watching my clients’ lives flourish in unexpected ways. Even if you’re not 100% there for yourself, I’ve got your back.Check out these ah-mazing resources to help you develop your emotional intelligence!1. Subscribe to my podcast The New You where I interview personal transformation gurus. Trust me, you’re going to learn a lot along the way!2. Checkout this post on my blog. I breakdown what emotional intelligence is + how you can use it to optimize your outlook 🙌3. Follow me on Instagram for self-care inspiration! From rejuvenating cucumber masks to my favorite guided meditations, I’ve got you covered!Plus expect to see me in your inbox with transformational tips ✨
4.
Your workplace culture is… in full flower!
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5.
Your workplace culture is...Irresistible!
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