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Culture Handbook Training: Coronation

• This training is designed to provide information about The Coronation Way.
• Culture is defined by shared beliefs, behaviors, and assumptions acquired over time within an organization.
• It reflects the organization's identity and how it wants to be perceived.
• Every organization’s culture gives individuals a sense of belonging.
• Coronation’s culture influences employee behavior and interactions with stakeholders.
• Staff are expected to embrace and internalize The Coronation Way to contribute effectively to performance objectives.

The Coronation way

• Be Inquisitive: Make an effort to understand the entity's culture.
• Respect the Brand: Understand why it has been chosen to do what it does.
• Clients as Priority: Exceed client expectations and demonstrate the importance of this daily and continuously.
• Respect Fellow Employees: Work side by side, respecting and appreciating everyone’s ideas for improvement.
• Participation and Engagement: Participate in events and culture-building sessions by 'walking the talk'.
• Peter Drucker said, "Culture eats strategy for lunch everyday..."

What Drives Coronation?

• Coronation aims to transform Africa through innovative products, services, and solutions across industries.
• The vision is anchored on trust, innovation, leadership, confidence, and resourcefulness.
• Core competencies and diversified business lines serve as the competitive advantage in the actualization of the vision of A Continent Transformed.
• It focuses on providing transformational solutions for Africa’s challenges, co-creating a future of realized hopes and aspirations for clients.
• Whatever prosperity means to clients, stand by their side, enable the process, provide solutions, and chart the course.
• The mission represents who the entity is and communicates how they serve clients and other stakeholders.

Mission Aim

• Innovation should be useful to the benefactor and requires people to channel innovation, expertise, and resources.
• The goal is to journey through life with clients, providing the right support at every step.
• Be the partner who guides, supports, provides resources, and sees clients succeed until the end.
• Understand clients' pains, anticipate needs, clarify aspirations, and deploy expertise and resources to create lasting value.

Coronation strategy.

• Essence: Helping build legacies and financial independence.
• Validators: Board Members, Partners, Risk Rating, Best-in-class Talent, Technology and Systems, Financial Performance, Products and Solutions
• Vision: A continent transformed.
• Mission: Providing transformation solutions for Africa’s challenges.
• Core Values and Attributes: Trust, Innovation, Leadership, Confidence Driven, Resourceful.

Core Values

• Trust: Have confidence in one another, others entrust us with their valued assets, building and preserving wealth.
• Innovation: Do not allow the status quo, driven it by global standards.
• Leadership: Be prepared to embrace responsibility, by demonstrating competence.

Attributes

• Confidence born out of belief in our capabilities, measured against the best in class.
• The ambition is to keep going and competing until lives of our clients and the continent are transformed.
• Employees are self-starters that recognise opportunities to deploy abilities and transform the continent.

Critical Behaviours

• Avoid compromises.
• Act with accountability.
• Own the business.
• Accept new responsibilities.

Key actions

• Escalate issues.
• Use leverage.
• Align passion with work.
• Let people prove wise handling of finances.
• Understand team performance issues.
• Shun complacency.
• Uphold greatness and commitment.
• Prioritize knowledge and learning for quality outputs.
• Knowledge, not seniority, produces the best solutions.
• Speak up or get out.

Excellence

• Excellence achieved through internalized learning, with an “only the paranoid survives” mentality.
• Collect data and use it wisely.
• Excellence comes when learning is internalised and “habitualised."
• Visualise outcomes based on capacity, not today's capabilities.
• Assign learning to solve specific problems.
• Probe issues from all points of view. And rapidly adapt.

Collaboration through Innovation

• Emphasise synergy, efficient disagreement, loyalty to the mission, and accommodation of diverse personalities.
• Promote winners and discourage sensitive data sharing, with systems aimed to unlock collaboration.
• One plus one should equal more than two
• Don't be loyal to anyone who is not loyal to the common mission
• Build great decision makers.

Rewards and Recognition

• Include long-term incentives and public recognition for achievements. Constantly compare performance to KPIs.
• Provide ongoing feedback.
• Use appraisal sessions as powerful learning opportunities.
• Value outstanding performance over mere competence.

Safe Working Environment

• Transparently address problems and promote meaningful relationships.
• Recognize and act on dispute resolution responsibilities with wisdom.
• Meaningful relationships and meaningful work are mutually reinforcing
• Every important conflict must be resolved

Entry and Exit Considerations

• The organization seeks individuals whose conduct, character, and ideals reflect "The Coronation Way".
• The organization may terminate contracts with people who display unsatisfactory conduct or a lack of alignment.

Career Progression

• Setting goals and evaluating outcomes are important parts of career advancement
• Employees are encouraged to study the Performance Management framework.
• Progress at the entity is determined by contributions to the entity.

Learning and development

• Development and learning programmes available within the entity includes:
• Graduate Academies.
• Training.
• An Enterprise club.
• Project assignments.
• International affiliations and quarterly lectures
• Self development project.

Career Growth opportunities

• Available in corporate banking, private banking, insurance, technology and trading.
• Newly designed framework identifies new career opportunities for employees
• Move across verticals through the Talent Mobility Framework.

Work-Life Integration

• Programs to support people both in and out of the workplace have been established
• All employees and their dependents have access to Health Insurance Benefits, wellness sessions led by medical professionals
• Offering maternity and paternity leave.
• Hybrid work structure that provides employees the flexibility of working from both the office (on-premises) and remotely.

Rewards, Recognition, and Consequences

• Compensation is benchmarked against industry standards, including short- and long-term rewards.
• The ERAP recognises employees for excellent performance and loyalty, as well as both statutory and non-statutory benefits.
• There are rewards for positive contributions, disciplinary action if Coronation’s values are not adhered to.

Mobility and Management

• Supportive of growth and providing career progression chances.
• Talent Mobility Framework: This manages employees internally through talent mobility, aligning the workforce with strategic objectives.
• A framework highlights the core skills and capabilities required which is divided into 2 categories:
• General Business & Behaviour Competencies
• Core Technical Competencies.
• Evaluates on abilities to help staff grow to their full protentional.

Team Building and Bonding

• Activities to foster working relationships.

Corporate responsibility

• True corporate responsibility:
• Preserving clients and stakeholders wealth with strong relationships
• Integrating social, ethical and environmental considerations.
• Ensure a positive impact on the economic and social progress of communities
• Developing and maintaining a workforce focused on learning.

Sustainability

• Coronation purpose includes financial returns as well as non financial returns
• Is committed to achieving 17 United Nations Sustainable Development Goals (UNSDGs and 7 aspirations aligned.

Meetings and Communications

• Professionalism extends to meetings.
• Attendance is expected, and permission is needed if this is not possible.
• Internal: In order to successfully spread organizational culture, it requires official communications as well as casual communications.
• External: It requires external communication and that these are maintained professionally.

Confidentiality

• Information that may affect employees, customers, or third parties, is to be kept between employees.

Wellbeing

• Workplace programmes in support of mental and physical wellness is encouraged.
• Annual leave, medical wellness sessions, compulsory lunch breaks and other options deployed by individual entities are included.

Diversity, Equity & Inclusion (DEI)

• Aims at building a workplace in which employees can sustain a successful and productive environment.
• Embraces an environment where differences are welcomed, different perspectives are heard, and every employee feels equal.

Digital awareness and fitness

• Several factors of agendas can shape the way technology spreads
• Technology assists digital capabilities across coronation
• Skills, values, beliefs, attitudes, assumptions, biases are to continually adjust to fuel innovation across the ecosystem.

Stakeholder engagement

• Policies identify all the needs of all stakeholders in the Coronation Ecosystem.
• Stakeholders with a clear purpose to have agreed business outcomes.

Workspaces, Etiquette, and Comportment

• Coronation provides a safe and healthy environment and provides information about professional office code.
• Coronations wants all employees the have the basics of professional and office etiquettes
• The entity provides its working environment as working Coronation way professional is to dress professionally and keep to the brand image.

Dress code

• Refers to employees dressing depending on the nature of the employee's role and depending on their own circumstances.

Acceptable/Unacceptable Clothing

• Acceptable- business suits and blazers
• Non Acceptable- mini or casual clothing. And visible tattoos.
• Wearing of ID's when on the premises is required.