The Culture Quiz: What are you building?

Businesses are built by growing relationships with customers. Culture is created by the stories those relationships tell. Talent energized by a compelling culture will drive organizational success and provide innovative growth opportunities for both the business and the individual. These are two of the most important differentiators of a business.

Are you building an "it's my pleasure" culture ? Find out now!

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Where do you think the true essence of a company’s culture comes from?

The attitude and desire of customers to want the company to succeed because of awesome products.

The nature of products and/or services offered by a company.

The Company’s internal team – managers, team members, etc.

Company policies that relate directly to employee relations.

When looking to add someone to your team, which quality is the most important?

Experience

Character

Talent

Likeableness

What is your method to approaching your day-to-day work?

Focusing on key details with my team.

It depends on the task, but generally, because my methods are so specific, I prefer to work on tasks alone.

I like to delegate so I can supervise and make sure everything is done correctly.

If someone on your team demonstrates poor character on the job, how do you address the issue?

Team members are too important to risk losing, so it’s important to indirectly correct them over time.

Report the situation to HR and allow them to handle the way it sees fit.

Immediately discover the root of the problem by meeting with the team member.

Which of the following would you say should NOT be a factor when selecting new talent for your team?

Craft profiles of the role you want to have filled on your team

Look in all areas for your new talent - not just where you’re familiar

Be sure you have a deep, personal connection with whom you’re hiring

Be sure the candidate evaluates the job and is sure they actually want to commit to the team

When looking for new talent, do you hire someone based upon your “best guess” assumption, or do you ensure you are choosing the candidate who is the best fit?

I only hire someone who I know has the proper skills and experience to fill the position and successfully master their job functions.

I am careful to hire only the most rounded individuals, as I like a balanced team with similar points of view.

I tend to hire people I feel positively about during the interview process. I can discern nearly all I need to know about job fit from talking with a candidate.

I truly consider every aspect of an applicant when making my decision. Skills and talent can be developed, but it can be hard to find people that compliment the culture we have established.

You notice a team member is having a hard time focusing at work, which is affecting the flow of his work. What would you do to rectify the situation?

Report him to HR so someone there can handle it properly.

Have a team member see if he is okay, but do not address it directly yourself.

Give them a formal write up.

Ask if the company can help in any way.

Which of the following is the best way to steward talent?

Be truthful and upfront with team members at all times.

Provide opportunities to grow and let team members feel empowered to make decisions themselves.

Assist people in life changes. Sometimes being a good steward means having to let a team member grow even if that means encouraging them as they move onto another position.

All of the above

What does it mean to be a “steward” of emerging talent?

You shouldn’t hire people you don’t see staying with your company long term.

I sometimes become nervous when my team works without my supervision.

I can’t shadow my team on everything they do, so they often run with projects and I oversee from a distance because I trust them.

I honestly have no idea what this means.

When you don’t focus on team members’ unique interests, contributions and have a clear development path for them, you risk losing leaders to another company. Which of the following would you say is the best way to steward emerging leaders who work for you?

Give them the opportunity to prove themselves often.

Have them help you problem solve. Ask them questions and allow for their input.

Let them mess up on certain things. Let them experience what it feels like when things don’t go as planned.

All of the Above

Investing in emerging leaders as well as the tenured, more seasoned leaders in your company is a win-win. Which of the following is the NOT advised when it comes to investing in seasoned leaders?

Go to them for advice, utilizing their wisdom.

Allow seasoned leaders to coast on their past successes.

Enable them to be mentors to newer team members.

These are all great ideas!

When would you say is the best time to tell someone “no” when they ask you to do something for them?

Never say no! Take every chance you can to learn and help someone else, no matter what.

Say no after you get a good idea about what you’re being asked to do. You can always respectfully decline before you get too involved.

You risk getting off track when you do too much for other people so be very careful when saying yes

If you don’t think you can follow through, and see something from start to finish, say no immediately to keep your credibility in tact.

When a team member accomplishes something significant in your organization, how is your team most likely to react?

Everyone celebrates together.

I observe team members giving their congratulations publically but often hear some back peddling or negative talk.

We really don’t have any type of public acknowledgement for team members.

I have never noticed anything like this.

What is the best way to lead a winning team?

Seek commitment from team members and the role they hope to play in the organization

Make sure you have a decent number of team building activities throughout the year.

Pursue compliance from employees and make sure they’re always doing what they’re supposed to do.

All of the above.

How is your organization’s second-mile service laid out internally?

It’s in our organization’s handbook but it’s not something talked about often.

All team members know our hospitality policy and practice it on a regular basis.

I have a plan in place, but it hasn’t been conveyed to my team yet.

We haven’t really addressed this idea yet. It’s a great one!

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