turning talent into productivity open doors are a great management practice
TRANSCRIPT
Turning Talent Into Productivity
Open doors are a great management practice
Open doors are a portal to drama
Efficiency • Outcomes• Process• Teams• Accountabili
ty• Management
• Empathy• Responsivene
ss• Team-work• Resources• Individual • Coaching &
Development• Leadership
Loyalty
In changing times,lead first, manage second.
“
ChangeMindsets
ChangeReality
Quit
Typical Responses to Trends
BMW Drive
Great leaders work to perfect employee circumstances
“
Great leaders work to bullet proof employees
Employee satisfaction surveys work
Actually, most justsurvey victims
Why do we survey for engagement?
BUSINESS BUSINESS
RESULTSRESULTS
A StoryA Story
A StoryA Story
A StoryA Story
The Design FlawsThe Design Flaws
Design Design
Flaw #1Flaw #1
All employee are NOT equally credible.
Treating their opinions as equal is INSANE.
Perfecting employee circumstances will drive
engagement.
Design Design Flaw #2Flaw #2
Perfecting employee circumstances drives
ENTITLEMENT, not engagement.
Design Design
Flaw #3Flaw #3
Engagement doesn’t drive results. Personal Accountability drives both engagement AND results.
If…If…
Treating all employees Treating all employees responses the same is insane. responses the same is insane.
andand
Perfecting circumstances Perfecting circumstances creates entitlement.creates entitlement.
andand
Personal accountability is the Personal accountability is the true driver of performance.true driver of performance.
Then…Then…
It’s time for a It’s time for a different approach to different approach to
engagement.engagement.
EmployeeValue =
Current Performance
+Future
Potential -
Emotional Expense
Personal Accountability
Reality Based Leadership
Change Capitalization
Organizational Alignment
Driving for Results
EmotionalExpensiveness
There is no “I” in team
There is an “I” in win
The Mindset that results happen because of one’s actions, not in spite of
them
Accountable people believe that they choose their own
destiny
Personal Personal AccountabilityAccountability
The willingness to do whatever The willingness to do whatever it takes to get results.it takes to get results.
The ability to stay the course The ability to stay the course in the face of obstacles and in the face of obstacles and setbacks.setbacks.
The acceptance of the The acceptance of the consequences of our actions, consequences of our actions, good or bad. good or bad.
The perspective to see success The perspective to see success and failure as learning and failure as learning experiences to fuel future experiences to fuel future success. success.
There are no stupid questions
There are VERY STUPID questions
Why doesn’t anyone tell me anything?Why do they keep changing?When will they get it?Personal Accountability, QBQ.com by John Miller
What?How?“I ”ActionPersonal Accountability, QBQ.com by John Miller
Reality-basedLeadership
The average person spendsTwo hours a day arguing with reality
Event
Thinking
Feeling
Actions
Results
Reality Based Thinking
Right or happy?
After the story . . . How can I help?What is the next right action?
The minute you start judging . . .
You STOP servingYou STOP leadingYou STOP adding value
Organizational Alignment
Everyone has a right to theiropinion and should be includedin the decision-making process
We have all beenreplaced by Google
Does My Opinion Count?
Decision
Role:•Decision •Consultant•Informed
Role:To do whatever it takes to make it work
Capitalizing on Change
Change is hard
We have been soft on change
Work with The willing
Resistant, irrelevant employees are inherited
Your Charlie Sheen of the workplace was created by your own actions
1.1. Stop surveying the victims.Stop surveying the victims.2.2. Close your doors.Close your doors.3.3. Work with the willing.Work with the willing.4.4. Measure value not performance. Measure value not performance. 5.5. Fix the right stuff – emotional Fix the right stuff – emotional
expense.expense.6.6. Accountability is KEY!!!Accountability is KEY!!!7.7. Work with the willing.Work with the willing.8.8. Value actions over opinions.Value actions over opinions.9.9. Buy in is not optional - engage Buy in is not optional - engage
or leave. or leave.
Thanks!cywakeman.com
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