Bill has been very public about the transformation of Willow’s staff culture from nearly toxic to highly flourishing. Bill is the first to say, “The culture in any organization will only be as good as the top leader wants it to be.” He also knows that it takes effective “blocking and tackling on the front lines” to make it real throughout the organization.
Today, we’ve invited Sue Hood, human resources manager of staff engagement, to help us look behind the curtain to see how Willow Creek has created such a flourishing culture.
Listen to the Audio
In this episode, you’ll learn about:
- What to do when you realize your culture is toxic, trust is broken and your people don’t like their jobs
- Practical examples of how to lead conversations and rebuild trust
- Establishing a cascading communication flow
- Impromptu standup meetings to quickly disseminate information and celebrate weekly wins
- Willow’s 3 step action planning process to make gains based on BCWI Employee Survey results
- Identifying “engagement champions” within your organization
- How to influence without authority
- Willow’s volunteer engagement survey
- Results of a great culture: When your people are personally satisfied, the team becomes more healthy, then ministry becomes more fun and impact happens.
Passion for your mission will wane without quality managers who care about your people.
Read the Transcript
Download a complete, word-for-word transcript of the episode here.
Explore Additional Resources
- Read more about Willow’s strategy on last week’s blog post: Willow Creek’s 3 Steps for Taking Action on Survey Results
- Learn more about Willow Creek Community Church: willowcreek.org
- Find Willow Creek on Facebook, Twitter, LinkedIn and Instagram
- Sue on LinkedIn
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