Become a CHAMPion of Your PeopleSponsored by

Become a CHAMPion of Your People

The Distinction Between

Good and GREAT Leaders

January 11, 2012 1:45 pm – 3:00 pm

What have all these people had in common?

• Helen Keller• Genghis Kahn• Albert Einstein• You• Abraham Lincoln

• Mother Teresa• Richard Nixon• Thomas Edison• Me• Galileo• Lance Armstrong

Top 7 Reasons People Fail

• Insufficient training• Expectations were not established• The importance of their job was never conveyed to them• Payoff for good performance was unclear• No ownership by individual• Deficiencies were never uncovered at hire

– Time mgmt / fear / behavioral mismatch / wrong values /

No accountability / lacks initiative

• Group management : Mgr fails to manage individuals

Exceptional Leaders

• Value human capital• Distinguish between leadership & management• Champion their cause and that of their people• Rise above the minutia and sustain focus• Connect and align:

– Vision >Strategy> Tactics

Effective Leaders

Focus 80% of their time on five critical high gain areas:• Coaching

• Hiring

• Assessing

• Managing

• Planning

Who am I?

• Coach• Hire• Assess• Manage• Plan

An empowering learning environment, leading to self-realization and self-actualization by the client. The

objective is to be a catalyst in affecting lasting personal growth, balance and contentment.

The Coaches Responsibility is to:Discover, clarify, and align

Encourage employee self-discoveryElicit employee-generated solutions and strategiesHold the employee as responsible and accountable

COACHING

Shared Investment

Tra

inin

gC

oachin

g

Today-Forward

New Skills

Educate & Introduce

Existing SkillsNew Concepts Prioritize

Clarify Goals

“ID” & Work through roadblocks

Maintain Balance

Unconditional Encouragement

Accountability

Stretch Beyond Comfort Zone

Objective Feedback

Motivation & Support

Coach – Mentor - Train

Mentor

PIP

2012 Goals and Objectives

Coaching and Feedback

Standards & Accountability

Training and Development

Ongoing Coaching and Support

PIP

• Coach

• Hire• Assess• Manage• Plan

You can’t judge a book by its cover…Microsoft 1973

Four Truths Regarding Hiring…1. “There is no single moment in your career

when your company (and you) have more to gain (or lose) than when you are hiring someone.”

2. “Hiring a sales professional is the toughest hire you will ever make.”

3. “Hiring managers are notoriously ill prepared to conduct an interview.”

4. “ Character trumps skills EVERY time”

Hiring Horrors…

• Hiring from a position of desperation…• Ill defined selection criteria• Superficial questioning techniques• Too much reliance on the interview• Bypassing the reference check• Failure to validate using objective testing

FEAR & Performance

Truths about FEAR• Fear impacts actions• Fear is a constant

companion • Learn to accept the

fact that fear will accompany you throughout your life, providing you are growing

Caveat: FIRST Define the Specs

Knowledge Attitude Technique (Competency)

Habit

Sales Utilitarian Self Starter Urgency

People Individualistic Resiliency Competitiveness

Technical Theoretical Self Management Customer oriented

Operations Results oriented Frequent Change

Bold, aggressive actions.Challenging assignments.

Expedites action.Authority to carry

out responsibilities.Firm, quick decision making.

Results-oriented.

Change agent.Enthusiasm.

Persuasive communicator.Results through people.

Testing of new ideas.Competition with others.

People contact.Solutions to “people problems”.

Optimistic outlook.Verbalizes thoughts and ideas.

Varied activities.Mobility.

Teamwork.Coaching and counseling.

Service to others.Harmonious work

environment.Security.

Assistance to customers.

Logical thinking.Systematic routine.

Closure.Relaxed pace.

Team participation.Security.

Task-orientation.Adherence to standards.

Routine work.Guidelines to follow.

Facts and data to analyze.Diplomacy & cooperation.

High quality standards.Procedures to follow.

Clean, tidy workstation.Safety and security.

Accuracy.Analysis of facts and data.

Creative and original thinking.Logical decisions.

Studying and solving problems.Efficient methodology.

Effective time-management.Fact-based solutions.

Copyright © 1998. Target Training International, Ltd.

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H.I.R.E. For Success

• Create standard, scale-able processes.• Use effective interviewing questions.• Profile a “good fit” person in advance.• Establish rigorous criteria and standards to

minimize “false positives.”

• Coach• Hire

• Assess• Manage• Plan

KASH account

Assessing & Benchmarking

Comfort zone

Knowledge

Skills Attitude

Habits

Knowledge: the body of truths or facts accumulated in the course of time.

Attitude: manner, disposition, feeling, position, etc., with regard to a person or thing; tendency or orientation, esp. of the mind.

Skills: Proficiency, facility, or dexterity that is acquired or developed through training or experience.

Habit: an acquired behavior pattern regularly followed until it has become almost involuntary.

• Coach• Hire• Assess

• Manage• Plan

Stages of Initiative

Stage 1: Waits for instruction. Stage 2: Asks what to do.

Stage 3: Recommends. Stage 4: Acts independently but reports immediately. Stage 5: Acts independently and reports routinely.

Your People PlanProduction

(A) Trend

(B) Potential

(C) Trend (D)

Trending Key:

↔ ↑ ↓ Same Growth Decline

Top 25%

2nd 25%

3rd 25%

Bottom 25%

Key Performance Indicators(KPI)

• The Smallest discernible & measureable activity which leads to a successful

outcome• What are some key indicators which

management must inspect?

Good to Great…

• Disciplined people• Disciplined thoughts• Disciplined action

• Coach• Hire• Assess• Manage

• Plan

Why Planning Fails…Failure to understand the customer

Poor communications

Failure to obtain employee commitment

Over-estimation of resource competence

Under-estimation of time requirements

Failure to coordinate

Failure to follow the plan

Inability to focus

ACTION

STRATEGY

GOALS

MISSION

VISION

VALUES

In search of organizational effectiveness…

RESULTS

Do you have an Effective organization, or an Efficient organization?

A company centric organization….

Customer

Staff

Management

Leadership

A customer centric organization

Leadership

Management

Staff

Customer

Liberate… Don’t Legislate!

Standards

Ownership

Consequences

Accountability

How Do You Raise The Bar?

•Raise your expectations.•Raise their expectations.•Hold them accountable.•Live the vision.•Coach the person. •Invest in your leaders.•NO EXCUSES. PERIOD !!

• Creative energy is best spent on a limited number of high yield activities

• Leaders focus on people• Communications is clear concise & continuous • People know the vision• Leaders LIVE the vision• A culture of empowerment and accountability

An Effective Organization

results in a single-mindedness of purpose and an ability to filter out distraction. It causes a

motivated and mobilized team to act at all times in support of the vision.

An Effective Organization…

3 Truths of Creating Alignment

1. You cannot manage what you cannot measure.

2. You must inspect that which you expect.

3. Things are created twice; first in vision, second in reality.

What is honored in a country will be cultivated there              

                          ~ Plato

The Leadership Institute

• 6 weekly one hour workshops– Coaching & Mentoring– Selection and Hiring– Motivation & Accountability– Planning I: Build it– Planning II: Do It

• Chapter workshops

THANK YOU

Begin with Why Simon Sinek

Blue Ocean Strategy Kim & Mauborgne

Good to Great Jim Collins