Non-Profit Giant Drives Internal Culture Change

Leadership Behaviors Reinforcement

  • Headquarters: District of Columbia
  • Industry: Non-Profit
  • Annual Revenues: $1.3 Billion
  • It’s a non-profit organization the size of a Fortune 500, with the influence of a major political party
  • It suffers from departmental silos, yet it has the activist instincts of a smaller venture
  • Too many agendas to efficiently run the whole organization well
  • It needed to unify its approach to leadership without taking scheduled time away from employees
  • The Non-Profit’s IT Group pushed the Ringorang app to firewall-protected devices
  • The Non-Profit distributed cash-value giftcards as incentives, and also used their own internal rewards points system
  • Optional participation — Ringorang delivered 5 Qs/day, 5 days/wk, at just over 2 minutes per day for a user
  • Segmented groups: 1) Pre-trained execs, 2) Pre-trained staff, 3) untrained execs and staff
  • Loss of Recall of distributed information was reduced by 51%
  • 102% information retention score (100% retained + 2% increase)
  • There was no significant difference in performance among the three groups
  • Users engaged, on average, 17 times per week without taking scheduled time out of their work day
  • Over 90% of surveyed participants identified the usefulness of Ringorang in workforce training

Leadership Behaviors Reinforcement

One of the largest non-profits in the U.S., with over a billion in annual revenue, unifies its approach to leadership by reinforcing awareness of key leadership behaviors across departmental lines.

Challenges

For a non-profit organization the size of a Fortune 500 with the influence of a major political party, we had to consider a unique combination of factors: 1) Like all large companies, it suffers from departmental silos, yet 2) it has the activist instincts of a smaller venture. This means thousands of agendas in a single organization. With millions of members relying on their support and guidance, leadership recognized it needed to solidify its principles across the organization to unify its theme and approach. The CEO culled from research a list of five primary behaviors that ALL STAFF should espouse in its managerial activities. But who has time in the day to learn a new list of “principles”?

Requirements

Ringorang was tasked with assessing a baseline level of awareness among participants and then delivering increased awareness of the Leadership Behaviors defined by the CEO. The goals were as follows:

  1. Deliver and measure awareness and recall of the Leadership Behaviors
  2. Measure awareness of users who were pre-trained vs untrained in the topic
  3. Engage users at a more significant volume/frequency than normal, but without scheduling class time or CBTs

Solutions

The Non-Profit’s IT Group pushed the Ringorang app to devices that were connected to the Non-Profit’s firewall-protected Intranet. The Non-Profit distributed cash-value giftcards as incentives, along with internally branded rewards points, redeemable for cash value. The Ringorang program included the following criteria:

  • Optional participation — 5 Qs/day, 5 days/wk — approximately 2 mins per day for each user
  • Segmented participant Groups: 1) Pre-trained execs, 2) Pre-trained staff, 3) Untrained execs and staff

Benefits

There was no significant difference among the three groups (including trained and non-trained participants), indicating that Ringorang’s capability of training employees from the ground up. Employees of all levels scored an average of 83% accuracy on the first go-around with this curriculum, which was developed by the Non-Profit and finessed by Ringorang. With a high accuracy score, there was only a small increase in the information retention score, which reflects increased accuracy over time. The following were key benefits derived from this successful and atypical program:

  • Loss of Recall of distributed information was reduced by 51%
  • 102% information retention score (100% retained + 2% increase)
  • Users engaged, on average, 17 times per week without taking scheduled time out of their work day
  • Over 90% of surveyed participants identified the usefulness of Ringorang in workforce training

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