Task 1: Organizational Culture Assessment and Improvement Plan Prompt: You’ve recently joined as Deputy Director of People and Operations at a small, deeply collaborative organization.

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For the final interview, please prepare a visual presentation of your work (e.g. a slideshow, a prezi, an info-graphic, flow-chart, mind-map, timeline, or slide deck) and consider audience engagement, learning styles, and accessibility. Present your ideas in whatever visual-oral format you choose but please make sure there is a compelling visual element. 

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Task 1: Organizational Culture Assessment and Improvement Plan Prompt: You’ve recently joined as Deputy Director of People and Operations at a small, deeply collaborative organization. After conducting initial interviews with staff across departments, you discover that there are clear silos between teams, communication is inefficient, and employees feel disconnected from the organization’s core values. How would you approach improving the organizational culture to foster greater collaboration, communication, and alignment with the organization’s mission and values? What core values are important to activate and maintain in our organization? Please outline your plan, including key initiatives you would prioritize in the first six months. Consider both short-term actions and long-term strategies. Key points to consider in the response: ● Diagnosis of existing culture (based on the symptoms described). ● What is sacred and needs to be kept within the organization’s culture (you may need to create narrative)? What needs to change? What do we need to integrate? ● Strategies to break down silos and improve communication. ● Support containers for the staff. ● Alignment with company values and mission. ● The importance of leadership buy-in and employee engagement. ● Measurement and evaluation of culture change over time. 

Task 2: HR Strategy for Employee Development and Retention Prompt: The organization has experienced high turnover in key departments over the past year. Exit interviews have revealed that employees feel there is a lack of professional development opportunities and clarity in career progression, and also that the overall culture of the organization is not meeting expectations set forth during onboarding. As Deputy Director of People and Operations, you are asked to create a strategy to improve employee retention by addressing these concerns. Please outline your plan to improve employee engagement and retention with a focus on professional development, career growth, and creating a supportive workplace culture. Include the following elements: ● How would you assess the current development programs and identify gaps? ● What new programs or initiatives would you introduce to support employee growth? ● How would you integrate feedback from employees and managers into the retention strategy? ● What metrics would you use to measure success? Key points to consider in the response: ● Employee feedback mechanisms (surveys, focus groups). ● Development programs (mentorship, leadership training, skill-building workshops). ● Career progression paths (clear goals, role definitions). ● Support for work-life balance and overall wellbeing. ● Long-term focus on creating a culture of growth and opportunity. ● Values alignment and cultural competency; wellness of the staff and the organization

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