Lately, company culture has been making big moves from "beneficial" to "essential". A healthy culture is now one of the most important indicators of long-term financial health, and it's time that it should be addressed as such. This webinar will focus on five ways that culture affects sales, sales teams and sales process and how executives can harness what makes them unique to drive the top line. Join Brent Daily, Co-Founder & COO of RoundPegg, and Natalie Baumgartner, Co-Founder & Chief Psychologist of RoundPegg as they illuminate and explain the important connections between culture and revenue. This webinar will cover culture's influence on: - Onboarding new hires - Team construction and effectiveness - Longitudinal profit - Sales and support differentiation - Engagement and re-engagement And more...

1. Culture as Revenue
5 Ways Culture Drives Profit
photo by: amagill
Culture Science

2. RoundPegg
unleashes your
business potential
using real-time
culture science.
RoundPegg
Boulder, CO
Dr. Natalie
Baumgartner &
Brent Daily
Co-founders,
RoundPegg
Culture Science

3. Culture Defined
Communication
!
What are the norms for
interaction?
Culture
Rewards
!
What actions are
rewarded?
!
How we do things
around here.
Decisions
!
How are decisions made?
Culture Science

4. Culture Misnomers
Perks create culture
Culture is universal
Culture is top down
Culture can’t be measured
Diverse teams always win
Culture Science

5. Agenda
1
On-boarding (RoundPegg)
2
Longitudinal Profit (Aquent)
3
Sales Team Construction (Agility Recovery)
4
Support as Sales Differentiator (Webtrends)
5
Engagement (Kaiser Permanente)
Culture Science

6. Culture as
1
Revenue
Onboarding
photo by: tax credits
Culture Science

7. Onboarding
RoundPegg
David Lyon, VP Sales
Culture Science

8. Onboarding
Time is Money
Top culture fits
start generating
a positive ROI
2-weeks faster.
Culture Science

9. Onboarding
Recommendations
Interview for values. Put your best culture fits on
the front lines of hiring, test for cultural fit.
1
Focus on individuals. Give the new hire insights
into how every team member prefers to operate.
Turn the tables.
2
Check in often. After hire check in every 30-days.
What’s working/not?
3
Culture Science

10. Culture as
2
Revenue
Longitudinal Profit
photo by: dafnecholet
Culture Science

11. Longitudinal Profit
Aquent / Vitamin T
Culture Science

12. Longitudinal Profit
Widening ROI
15%
Year 1
35%
18-months
Culture Science

13. Maintaining Fit/Profit
Recommendations
Monitor concerns. Check in with employee
during 1:1s around areas where they may get
frustrated. Give them tools to bridge differences.
1
Ease interpersonal dynamics. Assume there is a
‘fit’ problem before leaping to solution.
2
Establish a regular forum. Provide time and
method for team members to vent.
3
Culture Science

14. 3
Culture as Revenue
Team Construction
photo by: maybeemily
Culture Science

15. Team Construction
Agility Recovery
Culture Science

16. Team Construction
Recommendations
Align communication. Strive for assembling those
who communicate and make decisions similarly.
1
Align rewards. Ensure everyone desires the
same types of rewards*.
2
Complement operational traits. Pair up those
who bring different strengths to the table from a
skills perspective.
* Don’t assume everyone is only motivated by money.
Culture Science
3

17. Culture as
4
Revenue
Culture Differentiation
photo by: bloodybee
Culture Science

18. Sales Differentiator
Webtrends
Culture Science

19. Sales Differentiator
Selling Your Culture
Culture Science

20. Sales Differentiator
Recommendations
Sell your values. What makes you different from
competition in a way that benefits customers.
1
Model values to replicate success. Identify core
value drivers to provide top flight performance.
2
Celebrate values. Use sales wins as a way to
reinforce culture values rather than focusing
only on the dollars.
3
Culture Science

21. Culture as
photo by: Markus Grossalber
5
Revenue
Engagement
Culture Science

22. Engagement
Kaiser Permanente
Culture Science

23. Engagement
Indirect Revenues
!
11
!
Percent increase in patient
satisfaction from top
engaged medical staff
Culture Science

24. Engagement
Recommendations
Engagement is personal. Ask each report - what
motivates, how to best communicate and how to
reward.
1
Check in. Create frequent avenues for employees
to provide feedback on what can be improved.
2
Develop. Reengage based on individual’s values
and motivations, not your own.
3
Culture Science

25. Culture is Revenue
Summary
Culture is not a touchy-feely endeavor. There
is a direct connection to the top-line.
!
Understanding your sales teams’ core values
will enable you to properly motivate and point
them toward success.
CULTURE
Culture Science

26. Let’s Talk Culture &
Engagement
RoundPegg
!
brentdaily@roundpegg.com
Boulder, CO
+1 720.663.7344
roundpegg.com
@roundpegg
Culture Science