Diversity: Innovation, Creativity, Success Special Feature :: WellPoint, inc.
Corporate Culture Change:
One Person at a Time
A
at wellpoint, diversity is a key component of the corporate culture. To maximize the similarities and differences of associates to create a high-performing culture, the company goes beyond the typical components of diversity—age, gender, sexual orientation, race, and color—to include diversity of thought. after two very large companies, anthem and wellpoint health networks, merged to form wellpoint, inc., the new company embarked on a journey to create a high-performing culture by design rather than by default. To that end, the company established a foundation of five core values: • Customer First • Lead Through Innovation • One Company, One Team • Personal Accountability for Excellence • Integrity. each of these core values has distinct guiding behaviors that describe ways to turn its words into action. “a promise made is a promise kept,” for example, would be an actionable behavior for the personal accountability for excellence value. Culture-shaping workshops, behavior-changing concepts The five core values are augmented by several culture concepts, which are tools and techniques to maximize individual fulfillment and effectiveness. wellpoint partnered with senn-Delaney leadership on a multiyear, multiphase rollout of a culture-shaping workshop. More than 40,000 wellpoint associates experienced the culture concepts firsthand at the in-
person, eight-hour workshop. During the workshop, associates identify their role in creating a high-performing culture at wellpoint and decide how to achieve their own fulfillment and improve effectiveness, both at work and at home. There are several key concepts that help associates recognize their own behaviors, “unfreeze” their thinking, and give them insight that enables them to change their behavior. each of these concepts is based on the psychology of the mind and demonstrates the unique experiences and thoughts that individuals bring to the organization and how they can leverage them to create a high-performing organization.
RESULTS CONE: Results are determined by behavior, which is driven by feelings and beliefs. people who are getting the results they like at work and at home keep on doing the same behaviors. people who are getting less than ideal results need to examine not only their behavior but also the feelings and beliefs that are driving their behavior. The examination may lead to an insight, an “aha” moment, that will bring about change.
Some of the concepts include:
BLIND SPOTS: Blind spots are common to almost all individuals. as such, people who are having a conversation and are sure they see the whole picture should consider that they might be missing something. They should approach conversations from a position of curiosity rather than certainty. what are others seeing that they do not see? SELECTIVE PERCEPTION: people see the world through their own set of filters. personal experiences and preferences affect the way people see and interpret an event or situation. For instance, one person may see an early morning meeting as ideal. For another person, an early morning meeting may present a huge logistical problem, creating child-care or transportation issues.
“
Being more aware of the direct impact my thoughts are having on my behaviors, which then drive my results, has been
”
life altering for me.
—Wellpoint associate susan K. smith
50
Pro f i les i n Dive rsit y Journal
M ay / J u n e 2 0 0 8