Leaders can be found at every level of an organization, a concept OHIO811 has embraced in its cultural transformation over the past several years. During a recent presentation at the Global Excavation Safety Conference in New Orleans, Louisiana titled “Leaders Are All Around Us,” Executive Director, Roger Lipscomb along with HR Manager, Nichole Farmer and HR Generalist, Maria Frasco shared insights into the significant journey OHIO811 has undertaken.

The Need for Change

With a clear understand of OHIO811’s 50 plus years of operation, Executive Director, Roger Lipscomb acknowledged the need for a cultural transformation. This realization prompted thorough evaluation of the organization’s structure, practices, and culture. It became clear that in an effort to continue fulfilling the organization’s and industry’s future needs, a new direction was needed.

Roger shared his personal story of overcoming a major health issue and how the experience and other insights led him to become deeply committed to the cultural change at OHIO811. He recounted the initial steps of the journey, highlighting the pivotal moments and key decisions that set the transformation in motion.

With a clear understand of OHIO811’s 50 plus years of operation, Executive Director, Roger Lipscomb acknowledged the need for a cultural transformation. This realization prompted thorough evaluation of the organization’s structure, practices, and culture. It became clear that in an effort to continue fulfilling the organization’s and industry’s future needs, a new direction was needed.

A Shared Vision

The process began with the creation of a shared vision. This vision was not just shared by the Leadership team and employees but also by the Board of Trustees. It involved transforming the culture by redefining core values, behaviors, and practices. A kkey tool in achieving this was the DISC assessment, a personality assessment used to enhance communication skills, personal awareness, and peer-to-peer accountability. This tool helped team members understand themselves and each other better, laying the groundwork for more cohesive and effective team. The Leadership team dedicated themselves to charting a new course, emphasizing a shared vision that encompasses Intent-Based Leadership with an Outward Mindset Culture.

The Pillars of Change

Three main principles have been the pillars of OHIO811’s cultural change:

  • The Five Dysfunctions of a Team

    This framework helped identify and address key areas where teams often struggle, such as trust, conflict, commitment, accountability, and results. By understanding and overcoming these dysfunctions, OHIO811’s teams have become more united and productive.

  • The Outward Mindset

    Encouraging employees to focus on the needs, objectives, and challenges of others rather than just their own. This mindset shift has promoted a more collaborative and supportive work environment.

  • Intent-Based Leadership

    This principle empowers employees at all levels to take initiative and make decisions, fostering a sense of ownership and responsibility. By giving everyone a voice and encouraging leadership at every level, OHIO811 has cultivated a more dynamic and responsive organization.

Commitment to the Journey

The commitment to this cultural transformation is not a one-time effort but a continual process. Leadership’s commitment ensures the new vision and principles are deeply integrated into the organization’s daily operations. Continuous learning, adaptation, and reinforcement of these principles have been essential to sustaining the momentum of change.

The team implements regular training sessions and workshops to keep everyone aligned with the new culture. These sessions include role-playing exercises, team-building activities, and open forums for employees to voice their thoughts and opinions. By creating an environment where feedback is not only accepted by encouraged, OHIO811 fosters a culture of continuous improvement.

Roger shared that one of the most significant indicators of success was the noticeable improvement in team dynamics and overall employee engagement. The organization continues to see a decrease in turnover rates and increase in productivity, which he attributes to the stronger, more collaborative culture.

Navigating Challenges

Bumps in the road can be expected during an organizational culture change. Part of the journey involves allowing room for mistakes and understanding that people will begin to embrace it at varying levels. This topic was addressed during the presentation, emphasizing that cultural changes are not for the faint of heart. Often, it is necessary to remind one another where the journey started and, more importantly, where it is headed. It was explained that these challenges should not deter progress, and sustained dedication from the Leadership team is critical for driving positive change and maintaining focus.

They emphasized the importance of nurturing a positive outlook and being patient with the process. They shared stories of the initial resistance they encountered and described their efforts in persistently communicating and provided support to bring everyone on board. They highlighted that acknowledging and celebrating small victories along the way helped in maintaining momentum and building morale.

Conclusion

The cultural shift at OHIO811 demonstrates the power of recognizing and nurturing Leadership at all levels. By adopting a shared vision, using tools like the DISC assessment, and embracing principles such as The Five Dysfunctions of a Team, The Outward Mindset, and Intent-Based Leadership, OHIO811 has set a strong foundation for its future. The dedication to shifting the culture is a testament to the idea of progress. It reflects a commitment to positive change, challenging norms, and with the right approach, how it can drive significant positive change within any organization.

OHIO811 gives credit to their initial partners and resources, including Action Coach, for their collaborative partnership in providing executive coaching to the Executive Director and OHIO811 Leadership Team. They also acknowledged Patric Lencioni, an author known for his books on business management, best known for “The Five Dysfunctions of a Team”. Additionally, they highlighted the contributions of David Marquet, a retired United States Navy captain and bestselling author of “Turn the Ship Around!”

The presentation served as an inspiring example of how committed Leadership and a clear, inclusive vision can transform an organization from within. The journey highlights the importance of patience, persistence, and the belief that in fact, Leaders Are All Around Us.

Ohio Utilities Protection Service, now doing business as OHIO811, was founded in 1972 as a nonprofit association. OHIO811 is committed to preventing damage to member facilities and promoting public safety across the state of Ohio.

For additional information, resources, or for a certified DISC Assessment, please contact Nichole Farmer and Maria Frasco at oupshr@oups.org.

This article was written by:
Nichole Farmer, HR Manager, OHIO811
Maria Frasco, HR Generalist, OHIO811
oupshr@oups.org

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