Should I be Here;

Yes if you…• want to improve YOUR

leadership• have an open mind to

obvious solutions• are able to impact the lives

of someone other than yourself within the organization

• are currently or hope to be in a leadership position

• Promise to use your powers for the Good

3 Reasons Your Leadership Sucks!

And how to improve it.

Michael CardusCREATE-LEARNING.COM

Bad Job Miserable Job

"Stephen Covey, in his book The 8th Habit, describes a poll of 23,000 employees drawn from a number of companies and industries. He reports the poll's findings:

* Only 37 percent said they have a clear understanding of what their organization is trying to achieve and why * Only one in five was enthusiastic about their team's and their organization's goals * Only one in five said they had a clear "line of sight" between their tasks and their team's and organization's goals * Only 15 percent felt that their organization fully enables them to execute key goals * Only 20 percent fully trusted the organization they work for

Then, Covey superimposes a very human metaphor over the statistics. He says, "If, say, a soccer team had these same scores, only 4 of the 11 players on the field would know which goal is theirs. Only 2 of the 11 would care. Only 2 of the 11 would know what position they play and know exactly what they are supposed to do. And all but 2 players would, in some way, be competing against their own team members rather than the opponent.“ — Chip Heath - Made to Stick: Why Some Ideas Survive and Others Die

Do I know you?

Just Shut up and do your job. What you do doesn’t matter.

Remember that project you did last week?

Well you really blew it! YOUR FIRED!

Anonymity

IrrelevanceIm-measurement

Who are you? Tell me about yourself?

Leaders must take a genuine interest in their team

members

Leaders must illustrate that what team members do in their work lives matters.

All people want to know that their work matters to

someone.

Fear of Becoming Irrelevant

“Human beings need to be needed, and they need to be reminded of this pretty much every day. They need to know they are helping others, not merely serving themselves”- Patrick Lencioni – The Three Signs of a Miserable Job. Page 232

Who are you helping?Who’s lives are you impacting?

For many people the answer is their BOSS!

How am I helping?

“If managers cannot see beyond what their employees are doing and help them understand how they are making a difference, then those jobs are bound to be miserable.”-Patrick Lencioni – The Three Signs of a Miserable Job. Page 235

Personal Responsibility

Other-Directed Self-Directed

Authority Belief Autonomous “I have to” “I Choose to” Comply Rebel Thinking Agree Disagree

Resent Resist Feeling Accept Consequences

I’m Not Responsible Attitude I Am Responsible Like a Get Behavior Victim Revenge Accountable

Ayers, Keith E. Engagement is Not Enough. Charleston, South Carolina: Advantage, 2006. 38-49.

How am I doing? How do I know that?

What am I being measured against?

Leaders must work with team members to establish immediately measureable successes and failures. The problem is that employees have no idea of success and failure until 6 months to a year after the work is done.

“Employees need to be able gauge their progress and level of contribution themselves. They cannot be fulfilled in their work if their success depends upon the whims of another person, no matter how benevolent that person may be.

Without tangible means of assessing success and failure, motivation eventually deteriorates as people see themselves as unable to control their own fate.” - Patrick Lencioni – The Three Signs of a Miserable Job. Page 236

The Basic Design of a Control System

So, here is how it works.• The team member performs an action (to achieve a goal).• The action is detected by the Control System. • The Control System communicates with the manager about the time,

duration and quality of the action performed.• The manager chews out the team member for not performing the action

fast enough, at the right time or meeting the performance standards required.

from http://www.managementblog.org/

from http://www.managementblog.org/

from http://www.managementblog.org/

Anonymity

IrrelevanceIM-Measurement

Create-learning.com 1-716-629-3678

Photo Credit(s) in order of appearanceFlickr.comwoodleywonderworks mikecolvin82 Pedrosimoes7juhansonin cogdogblog Viernest nineball2727 woodleywonderworks veganstraightedge magnetbox Lars Andreas jurvetson delriophoto.comieshraq

The content of this presentation is based on Patrick Lencioni – The Three Signs of a Miserable Job.http://www.tablegroup.com/books/signs/