Example of values case study:

I consulted with, and then introduced a set of values as a result of the challenges the Sussex charity I consult for were experiencing, regarding funding, political and staff changes.  

One of values was 'honour'.  This was translated as being respectful, accepting that other's views and ideas are as important as our own. Two years on, because having a culture of honour means that it is no longer acceptable to gossip, be negative about others or to sit in a ‘us and them’ attitude, some staff were not able to change their behaviour to the overriding culture and they left. So what the charity is left with is a staff team, who are positive, encouraging of each other and have a 'can-do' approach.

The ‘blame culture’ has been replaced by a ‘lets address it together’ culture
— Steve Puttock, CEO, E&W YMCA

 

Example of strengths case study:

A senior staff member was good at coming up with ideas to start projects/initiatives but because he had so many, he was not able to complete them. This resulted in him being overloaded due to the unrealistic expectations he had set for himself and that as a consequence, others expected from him. Having gone through the Strengthsfinder process, he saw that he was heavily strategic but also an activator. He therefore began to exercise this strength, focus on just a few ideas and intentionally create action plans for a few initiatives leading to some successful projects being outworked - and a lifting off of the pressure.

“Understanding each others strengths has enabled people to concentrate on what they can be excellent at”
— Steve Blundell, Deputy CEO, E&W YMCA

The overall result of embedding values, managing staff by their strengths, and encouraging staff to dream, has been a shift in culture. 

"During her time with the YMCA, Vanessa helped to develop the culture of a learning organisation where staff were valued and empowered to achieve their potential. Vanessa had a 'can do' approach, working closely with Managers to create a positive and supportive employment culture which was critical for the organisation's success.

Vanessa demonstrated high levels of integrity and professionalism, and worked closely with me as CEO to develop a positive and creative work place culture that helped us to retain and attract good staff, which in turn helped the organisation achieve good outcomes and attract new business. The organisation has continued to flourish and to prosper largely as a result of the foundational work undertaken by Vanessa in creating a culture that reflected the YMCA's person centred ethos.”

David Standing, former CEO of DLG (Downs Link Group) YMCA

 “It has been my privilege as CEO of Eastbourne & Wealden YMCA, to work alongside Vanessa O’Shea in reshaping & progressing our organisation to a place where we now have a strong coherent senior management team and a focused and empowered staff / volunteer team.  We now have a clear ethos & culture that enables us to make a real difference across a range of key services. 

Vanessa’s calm approach has given my staff team permission to ‘dream big’ for their own roles and also for the organisation, resulting in better self-motivation, improved morale and a wider willingness to ‘buy-in’ to the inevitable need to keep evolving and changing in order to meet the challenges in a world that presents us with constant financial and contractual trials. 

Vanessa’s commitment, energy & ability to ‘look outside of the box’ that we so often place staff in, has directly resulted in E&W YMCA being more sustainable, growing its reputation among both service users and stakeholders and her vision for what both the charity & individuals within it might become, has contributed directly to achieving our strategic aims."

Steve Puttock, CEO of E&W YMCA