Fact: Healthy, flourishing organizational cultures are filled with people who know how to have fun. So why be serious about this?
It’s no laughing matter that every workplace culture has potholes and pitfalls—room for improvement. Calvary Chapel Fort Lauderdale was no exception.
As part of improving their already-flourishing culture, leadership and staff identified seven core values. One of them, Celebration, gave impetus to a hugely successful action step in Calvary’s culture that’s not only making their staff of 600 feel more engaged than ever, it’s helping improve the culture right before their eyes.
Calvary Chapel Engagement Manager Jennifer Repaci, along with Dawn Pearcy, Director of Organizational Development, followed the lead of Willow Creek Community Church. They identified and named an “Engagement Champion” in each department, who took ownership to help their team focus on 1-2 initiatives to move their area forward that coming year.
Says Jenn, “We wondered how we could help each of these new Engagement Champions model and make real the value of celebration within their respective department.”
The answer: “We gave each Engagement Champion a Swag Bucket filled with seven fun symbolic tools behind the seven rules of celebrating on-the-job fun that leads to productivity.”
Here’s Jenn describing Calvary’s seven rules and tools for Engagement Champions.
7 Rules and Tools for Engagement Champions
- Make it Safe (Sheriff Badge): People are likely to feel hesitant about being honest unless they feel safe physically and emotionally. Therefore, being an Engagement Champion means building the kind of trust people need to share candid, open feedback.
- Look Deeper (Magnifying Glass): Being an Engagement Champion also means asking the right questions that can go to the root of the issue (if something isn’t working), as well as the reasons behind a particular achievement or success.
- Take Notes (Note Pad): Assign a recording secretary to take good, clear notes that allow you to review what you covered in your previous meetings, especially if they’re two or three weeks apart.
- Share the Ball (Bouncy Ball): In your conversations, each person’s voice matters—introverts, as well as extroverts.
- Everyone is Instrumental (Toy Horn): Give every person the opportunity to share their feedback, because sometimes it’s the quieter person who has the most profound thing to say.
- Throw a Flag (Referee’s Red Flag): Difficult conversations involve conflict. If you sense the conversation is dishonoring or disrespecting someone, you have the freedom to “throw a flag” and move the discussion in a more productive direction.
- Visualize the Prize (Trophy Cup): Bottom line, we want our team to remain focused on and inspired by creating the kind of environment where our entire staff feels good about getting up in the morning and coming to work.
Clearly, the spirit of celebration is at work at Calvary Chapel Fort Lauderdale. Jenn sums up so well why workplace culture and organizational impact are purposefully linked together:
“The desire and commitment to be a flourishing culture and church is something we want for each and every one of our people. We think a healthy workplace culture is going to lead to a healthy organization, and we need a healthy, vibrant congregation if we’re going to change the world.”