People and Culture Series, Part 1: Tucker Company Core Values and Culture Connectors

Thank you for participating in Tucker Company’s Core Values and Culture Connectors training, which is part 1 of the People and Culture series! It is our mission to foster a sense of belonging across our entire company and provide a sense of purpose for each one of you. That is our culture—how we feel when we interact with one another and how we feel about our own and collective contributions to the company. It has always been part of our strategic plan to create stronger principles to ensure we do just that—all the time, for everyone, no matter how much we grow. In Tucker Company's Strategic plan, we call it creating a cultural assimilation strategy—how are we ensuring each one of us believes in our culture and understands how to help it flourish?

Fostering a sense of belonging and instilling a sense of purpose is no small feat. It will take each one of us being onboard with learning and unlearning, trusting ourselves, each other, and our managers, asking for help, and being mindful about how we choose to show up here each day. It will take personifying our role, taking accountability, and demonstrating consistency of both. Most of all—it will take time—that is where consistency will pay off. We have done an incredible job so far with the tools and resources we have had up until now—lets see how far we can go together as a people now with these instilled and guiding principles to make this a place we genuinely feel like each part of us belongs to.

We want to ensure each of our team members comprehends the purpose of Core Values and Culture Connectors, the meaning behind each of them, and how to use them in our workplace. Please complete the below proficiency questions. Once you are finished the questions, please take the time to provide feedback in the comment box, what came up for you when you experienced the training? What excites you about this initiative? What concerns do you have? What additional information or training do you need to succeed?

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* 1. Select the options that apply: Tucker Company's Culture Connectors are designed to:

Cultivate a sense of belonging in our workplace. When we feel like we belong, we feel our perspective, time, and contributions are valued. We feel encouraged to be authentic, aligned to the company’s purpose, and safe to bring our views to every table. 

Promote productivity through innovative and thoughtful approaches to support the company’s strategic goals.

Recognize our role in our workplace often becomes central to our identity as a team member. It has the power to shape how we perceive ourselves. Our sense of self is often developed over time by growing personally, professionally, and continuously improving. 

Create an environment where growth feels supported and celebrated.

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* 2. Click all that apply: Tucker Company’s Core Values are designed to:

Promote productivity through innovative and thoughtful approaches to support the company’s strategic goals.

Emphasize open and effective communication, experimentation, robust collaboration and ensure we deliver exceptional service to our partners, inside and outside of the organization.

Encourage team members to abandon their own personal values

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* 3. How does Tucker expect team members to build trust with each other?

Awarding a Namely Key once a year.

Personifying our core values and culture connectors in each of our interactions.

Checking in with your mentor once a year.

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* 4. Select all that apply: Productive Friction is a successful business concept that creates an opportunity for the following:

Build capabilities

One singular perspective to be used to create the path forward

Develop innovative strategies

Deepen our relationships

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* 5. TRUE or FALSE: Respect is feeling you are treated the way you want to be treated and treating people the way you want to treat them

True

False

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* 6. Scenario: I am working on a project with my team members, but I don’t feel as though my perspectives are being considered when implementing the path forward together. I understand Tucker is a place where all perspectives are valued and I understand differing perspectives are what end up creating innovative path forwards together. I really believe my perspective could help us meet our team’s goal more efficiently. I reach out to the team member leading the project and ask them if they have some time to connect one on one. I tell them how I feel. They give me space to say my peace. They apologized and let me know they did not truly understand my perspective before, and the one-on-one explanation really helped them learn the value of it. They give me feedback on how I could even improve my communication approaches going forward because my insight is spot on. We go back to the team together and incorporate my perspective into the solution design.

Question: Which culture connector is this an example of?

Collaboration (Effectively connecting and communicating with one another to implement new ideas, resolve problems, and strengthen relationships to achieve outcomes that are mutually beneficial)

Worth (Feeling you are valued and contribute to meaningful work outcomes and showing other team members you value their contributions)

Integrity (Preparedness to accept responsibility for accountabilities, actions and behaviors)

Safety (Feeling team members and leadership cares for your physical and emotional wellbeing and caring for team members physical and emotional wellbeing)

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* 7. Scenario: I met with team members last Wednesday and we determined and assigned action items together. My action item is set to be due Monday, but I am behind schedule. Instead of waiting to tell them in the next meeting, I send a message to my team members as soon as I realize I am not going to be able to meet the deadline. This message includes:

1. Summary of my assigned action item parameters
2. Notification to let the team members know I am running behind schedule to complete the action item by Monday
3. Information on which components of the action item I will have ready for the due date
4. Proposing a new date I will have the remaining components completed so that everyone is made aware of the shift in timeline.
5. Depending on your specific action item’s impact to the company, I also inform my manager of this timeline shift to ensure everyone is in lockstep with how to keep moving forward.

Which core values did you exhibit here?

Integrity (Preparedness to accept responsibility for accountabilities, actions and behaviors) and Transparency (Effectively sharing information with key stakeholders to benefit strategic goals)

Leadership (The ability to influence, motivate, and inspire yourself and others to achieve strategic goals) and Excellence (Consistently strives to perform above expectations through systematic and thoughtful approaches to ensure success of team and company goals)

Agility (Willingness and readiness to react swiftly to change, as often as needed) and Excellence (Consistently strives to perform above expectations through systematic and thoughtful approaches to ensure success of team and company goals)

Collaboration (Effectively connecting and communicating with one another to implement new ideas, resolve problems, and strengthen relationships to achieve outcomes that are mutually beneficial) and Agility ()

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* 8. Scenario: Upon beginning work for the day, the IT Team sends a Microsoft Teams Chat to the Tucker Company Worldwide Channel that we may receive a malicious email requesting information to make a payment on an overdue invoice.

Question: This communication is an example of what core value and culture connector?

Leadership (The ability to influence, motivate, and inspire yourself and others to achieve strategic goals) and Respect (Feeling team members treat you the way you would like to be treated and treating people the way they would like to be treated)

Agility (Willingness and readiness to react swiftly to change, as often as needed) and Worth (Feeling you are valued and contribute to meaningful work outcomes and showing other team members you value their contributions)

Excellence (Consistently strives to perform above expectations through systematic and thoughtful approaches to ensure success of team and company goals) and Respect (Feeling team members treat you the way you would like to be treated and treating people the way they would like to be treated)

Transparency (Effectively sharing information with key stakeholders to benefit strategic goals) and Safety (Feeling team members and leadership cares for your physical and emotional wellbeing and caring for team members physical and emotional wellbeing)

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* 9. Scenario: The Operations teams are working on a complex project with a tremendous amount of pressure. With short notice, the project now requires the sourcing of a parking area for a SuperLoad in a location with few options. The team member overseeing this project do not have the bandwidth to source this parking area. Another team member who is aware of the situation has stepped in, offering to secure the parking area in the challenging timeline given. The team member overseeing the project summarizes the efforts in a message to inform all key stakeholders of the path forward created to get this done.

Question: This situation is an example of what core values?

Integrity (Preparedness to accept responsibility for accountabilities, actions and behaviors) and Leadership (The ability to influence, motivate, and inspire yourself and others to achieve strategic goals)

Transparency (Effectively sharing information with key stakeholders to benefit strategic goals) and Agility (Willingness and readiness to react swiftly to change, as often as needed)

Agility (Willingness and readiness to react swiftly to change, as often as needed) and Leadership (The ability to influence, motivate, and inspire yourself and others to achieve strategic goals)

Excellence (Consistently strives to perform above expectations through systematic and thoughtful approaches to ensure success of team and company goals) and Integrity (Preparedness to accept responsibility for accountabilities, actions and behaviors)

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* 10. Scenario: I am a Capacity Specialist and I find out a load is delivered. At the same time, I am getting an email from a carrier saying they are unable to deliver a different load, and ADDITIONALLY, at the same time, I answer a phone call letting me know a DIFFERENT shipment has been posted. Now, I have the choice of putting the load status update in the system immediately or delaying entering in the information while other matters are attended to. I decide I need to enter in the information immediately because I understand that information not being readily available impact other team member’s daily tasks. Which culture connector and core value combination is this an example of?

Worth and Excellence: Understanding how individual and collective team talents and efforts contribute to meaningful team and company outcomes.

Safety and Leadership: Fstoer and Environment where internal and external stakeholders feel supported.

Acceptance and Integrity: Protecting individual perspectives by encouraging no idea is a bad idea.

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* 11. Scenario: I am a Customer Experience Specialist and I receive an order from a customer for a shipment with details that lends itself to multiple different transportation methods. Based off previous experience and communication with the customer, I make a decision to proceed with one method I believe is the best choice. I put the load in the system and let Capacity know it is ready to be worked on. I get a call from my fellow Capacity Specialist team member suggesting the shipment be transported in an alternative method because of their own carrier experience. The Capacity Specialist explains the advantages of this experience to me and I realize we could create a new path forward.

Question: What culture connector is displayed in this scenario?

Acceptance (Feeling connected to the people you work with, the teams you are a part of, and your role in the company)

Worth (Feeling you are valued and contribute to meaningful work outcomes and showing other team members you value their contributions)

Safety (Feeling team members and leadership cares for your physical and emotional wellbeing and caring for team members physical and emotional wellbeing)

Respect (Feeling team members treat you the way you would like to be treated and treating people the way they would like to be treated)

People and Culture Series, Part 1: Tucker Company Core Values and Culture Connectors

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* 1. Select the options that apply: Tucker Company's Culture Connectors are designed to:

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* 2. Click all that apply: Tucker Company’s Core Values are designed to:

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* 3. How does Tucker expect team members to build trust with each other?

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* 4. Select all that apply: Productive Friction is a successful business concept that creates an opportunity for the following:

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* 5. TRUE or FALSE: Respect is feeling you are treated the way you want to be treated and treating people the way you want to treat them

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* 12. Feedback Box

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* 13. Please provide your name