The following article by Ken Tucker, Strategic Consultant and CEO of KTA Solutions!, LLC explores and explains the data he has collected regarding christopher employees’ happiness and fulfillment at work.

Ken Tucker is a bestselling author, speaker and thought leader who serves clients in a wide range of industries and who has been interviewed by countless national news affiliates. Ken uses humor, real life and business scenarios and anecdotes to effectively reach his audiences. This impressive background and experience provides the knowledge base from which he is able to mentor and coach christopher employees.


Why is Culture Important at Work?

An organization’s culture can be compared to the operating system of a computer or the nervous system in the human body. These systems monitor and regulate the speed and capacity of the computer and the health and growth of the body. Culture, in the same way, impacts the health and performance capacity of the organization.

“Culture is king,” wrote the Greek thinker Herodotus. By this he meant culture informs and controls what we do in an organization. Although this is true, this view fails to take into account all that culture does to us, through us and for us. Thus, I prefer to say, “Culture is nourishment.” By this I mean an organization’s culture determines what vital life-improving, career-enhancing nutrients are readily available for employees. Ideally, an organization’s culture will provide the nutrients employees need to discover, develop and optimize their strengths. In a nutshell, a healthy culture provides much nourishment, an unhealthy culture provides none.

How is christopher’s Culture?

That brings us to the essential question christopher and other companies need to be asking; “What kind of nourishment, or culture exists here?” Or put in the context of this article, “How nourishing to each employee, is the work, supervisor or co-workers assigned to them?”

The good news is christopher has been asking this question for the past four years. The better news is that christopher’s results are overwhelmingly positive. The best news is, twice the number of christopher’s employees are nourished around Passion than the average company. That means clients are two times as likely to get an engineer, or surveyor from us whose passion it is to do exactly the work the client needs to have done. But what about the Experience results, only 25 % of christopher’s employees are fully nourished around that dimension compared to 31% of employees in other companies in the database?

Based upon empirical data, Experience is not a guarantee of top performance. An employee can have a lot of experience doing a task at an average or even mediocre level. Or they may have a lot of years being bored or mildly interested in the tasks they have to perform.

When we measure nourishment, Experience falls in the group of dimensions we call  disqualifiers. The disqualifiers are Experience, Knowledge and Skill, things employees are expected to have in order to be in a role. Companies disqualify candidates if they lack any of these three. And in fact, and rightly so, most companies conclude that once an employee has Experience, Knowledge and Skill they should be able to do a job.

At christopher, Experience Isn’t Enough, It’s the Bare Minimum

Experience, Skill and Knowledge, are the bare minimum. Any average-performing employee should have these. High-performing companies like christopher, strive for excellence not average. To be excellent, Talent, Brand and Passion are required and must be fully nourished. These are the multipliers of performance. With 42% of christopher employees fully nourished around their Talent, Brand and Passion, christopher is way ahead of the average company in our database where only 31% are engaged around these very important qualifiers. These qualify you for excellence.

High-performing companies are those where the qualifiers are high and multiplying. To continue its positive growth and nourishment, christopher’s managment is focusing on the following things:

  • Identifying and sharing with your Manager/Staff what you know is your Talent (what you do that is outstanding, you do this better than others doing the same thing) your Brand (what you are known for doing well) and your Passion (what gets you up in the morning with excitement, what energizes you).
  • Managers, in addition to tapping into Experience, Skill and Knowledge of employees, focus more on new ways to engage their Talent, Brand and Passion.
  • Employees, as you use your Experience, Skill and Knowledge to do your work, look for ways you may use your Talent, Brand and Passion to improve the final product.

About the Author

Ken Tucker is coauthor of Animals, Inc: a Business Parable for the 21st Century (Warner Books, February 2004) and author of Are You Fascinated? The Four People You Need to Succeed (Dailey Swann Publishing, August 2009), co-author of The Leadership Triangle,(Amazon Best Seller) and author along with Todd Hahn and Shane Roberson of Your Intentional Difference: One Word Changes Everything.(Amazon Best Seller) (both books published by Morgan James Publishing, January, 2014). He is author of Intentional Conversations; How to Rethink Everyday Conversation and Transform Your Career and Intentional Relationships: How to Work and Succeed with Others. (Familius Publishing, 2015;2016). He is a regular contributor to management columns.

Ken Tucker received his bachelor’s and master’s degrees from The University of Nebraska at Kearney. He was selected as a Kellogg Fellow in 1998. Ken Tucker, a native of the Bahamas currently lives in the Washington, D.C. Metropolitan area with Judy, his wife of 39 years. They have been blessed with three children and four grandchildren.

Read more about Ken here.