LEADERSHIP - Perpetuating A Culture Of Excellence

Executive Development

for

The Security Professional:

A Leadership Seminar

1

May 20, 2011

8:00 AM to 3:30 PM

Hershey Country Club

ASIS Central Pennsylvania Chapter

Annual Seminar

http://www.asisonline.org/

ASIS Central Pennsylvania Chapter

Annual Seminar

Presented by: Barbush Enterprises

James Eugene Barbush

2

SESSION NO. 2

“PERPETUATING the CULTIVATION of EXCELLENCE”


3

BARBUSH ENTERPRISES

with


Success Facilitator

Speaker

Leadership Developer/Trainer

4

OUR MOTTO is“Building Leaders for Today's Success"

OUR OBJECTIVE is“Building People Into Leaders They Are Destined To Be”

OUR OFFERINGS are“Guaranteed to

INSPIRE Leaders, Management, and Project Teams, and thus

MOTIVATE Leaders in Ways to Boost Their Proven SUCCESS”

The Focus

of

BARBUSH ENTERPRISES

5

We invest in people!

INVESTMENTS yield DIVIDENDS:

• Paid when we enable attendees

to further understand

who they are and what they are capable of doing

so they can fulfill passions and dreams.

• Paid when attendees determine the actions

to change their lives

the lives of those around them.

With investment and invigoration,Attendees produce successful events

in their personal lives and in their careers,

further contributing to

their success and their employers.

BARBUSH ENTERPRISES

6

POINT #1

THE CALL COMES IN

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THE CALL COMES IN

8

CRISIS LEADERSHIP

ARE YOU READY

For

QUICK RESPONSE?

Jan. 15, 2009,

Chesley B. Sullenberger III [ a 59 year old pilot ]

masterfully landed US Airways Flight 1549 on New York’s

Hudson River just minutes after takeoff from New York’s

LaGuardia Airport.

The passenger plane’s twin engines were disabled after it

struck a flock of Canada geese.

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“I didn’t have time in

those incredibly intense 208 seconds from when our

airplane hit the birds until we landed in the Hudson River

to learn what I needed to learn.

I had to have already learned it. I had to have invested

the preparation, put in the hard work, and paid attention

for decades – during thousands of hours of flying time.

The same is true in many other areas of our lives,

including leadership. It’s a daily process.”

CRISIS LEADERSHIP

ARE YOU READY?

Toastmasters are students of leadership.

What can you teach us about

leadership in crisis situations?

A 3 minute pre-flight meeting

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CRISIS

LEADERSHIP

ARE YOU READY?

ARE STAFF READY?

TO PROVIDE QUICK

RESPONSE

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POINT #2

OVERVIEW

A discussion for professionals who

want to lead - - - have to lead - - - or - - - wish they could just follow

but

find themselves in leadership.

Some managers may ask

„why lead when I can follow and stress less?‟

„am I more successful the more I tell others what to do?‟

This session will provide you with some fascinating insights :

1. Discovering your values and natural leadership talent

2. Determining the needs of others

3. Coaching staff through challenges

4. Garnering commitment from coworkers and colleagues

5. Achieving accountability while

6. Building trust

12

SESSION NO. 2

“PERPETUATING the CULTIVATION of EXCELLENCE”

13

POINT #3

YOUR MISSION

ASIS International, Chapter #79

(American Society For Industrial Security)

1. The Preeminent Organization For Security Professionals

2. Dedicated To Security Management

3. Advancing Security In Pennsylvania & Worldwide

4. Addressing Broad Security Interests

5. Publishing No. 1 Magazine in Security Industry

Security Managementhttp://www.securitymanagement.com/ 14

YOUR ORGANIZATION’s MISSION

http://www.securitymanagement.com/








PROTECT the LIFE and PROPERTY of the CUSTOMERS we serve

in a manner consistent with the highest ideals within our industry

take advantage of SCIENTIFIC ADVANCEMENTS

which will help us succeed in that endeavour.

provide unsurpassed, personalized, quality MONITORING

Whether your security concerns are large or small

suit customer needs in all EMERGENCY situations17

YOUR MISSION ON YOUR CAMPUS?

Does your mission statement give

Life Giving Reminders of Why We Need To Lead?

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YOUR DEPARTMENT’S MISSION?

Does your mission statement give

Life Giving Reminders of Why We Need To Lead

On Our Campus

Reflect the seriousness of

what we are tasked with doing

in security and safety,

to affect staff

in accomplishing assignments?

BOOKS

FOR

LIFE LONG

LEARNING

19

FROM

TREMENDOUS LIFE

BOOKS

IN MECHANICSBURG, PA

YELL!!!

“DON’T

FORGET

THE

BOOKS!!!”

20

POINT #4

APPLICATION TO

YOU AND OTHERS

1ST YOU 2ND OTHERS

Whatever We Are Talking About

Should Be Considered

In The Context Of

1st APPLIED TO YOURSELF

2nd APPLIED TO OTHERS YOU ARE

CHARGED WITH LEADING

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OUR APPROACH IN THIS DISCUSSION

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POINT #5

APPLICATION OF

WORDS

“Thank you for your willingness to

help us continue our JOURNEY

to become EFFECTIVE, THINKING LEADERS

in TODAY‟S Dynamic Business Environment.”

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AN EXCELLENT QUOTE TO CONSIDER

EFFECTIVE: adjective 1. adequate to accomplish a purpose2. producing a deep or vivid impression

Stephen Hensley

Lead Security Guard

Highmark Data Center

ASIS Chapter 79 Program Chairperson

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SESSION NO. 2:

“PERPETUATING THE CULTIVATION OF EXCELLENCE”

W H A T ‟ S I T M E A N ?

WORDS

PERPETUATING

the

CULTIVATION

of

EXCELLENCE

ACTION

ACTION

CONDITION

DEFINITION

KEEPING ALIVECONTINUINGPROPOGATING

TURNING THE SOILNUTURINGPREPARING TO PLANT

BRILLIANCESUPERIORITY

ANTONYM

PUTTING AN END TO

NEGLECT

MEDOCRE

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POINT #6

CULTIVATING EXCELLENCE

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SESSION NO. 2:

“A CULTURE OF EXCELLENCE”

CREATING a Culture

of E X C E L L E N C E

CHANGING the World of Work

One Person at a Time

27

SESSION NO. 2:

“A CULTURE OF EXCELLENCE”

CREATING a Culture

of E X C E L L E N C E

CHANGING the World of Work

One Person at a Time

Cultivate A Culture Of

INSPIRATION

That Leads To

MOTIVATION and EXCELLENCE

INSPIRE? EXPIRE?

EXAMPLE

Insurance Company Kick Off

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CREATE a Culture of E X C E L L E N C E

CHANGING the World of Work One Person at a Time

BOOKS

FOR

LIFE LONG

LEARNING

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FROM

TREMENDOUS LIFE

BOOKS


YELL!!!

“DON’T

FORGET

THE

BOOKS!!!”

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POINT #7

“Why Lead

When I Can Follow & Stress Less?”

want to lead - - - have to lead - - - wish to just follow

1ST YOU 2ND OTHERS

Look around at today‟s world ! ! ! !

YOU are desperately needed ! ! ! !

Can you ignore what is happening?

Like it or not

YOU are a player

YOU are involved

Accountability to yourself

if you are able and permitted to lead where you are. 31

“Why Lead

When I Can Follow & Stress Less?”want to lead - - - have to lead - - - wish to just follow

1ST YOU 2ND OTHERS

WHAT IF you just want to follow

and

SUDDENLY your leaders are removed?

What are you going to do?

Will you be prepared to survive?

Can you fulfill your Mission Statement?

An experience caused by others’ retirements32

“Why Lead


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MY EXPERIENCE….

• Leaders Retired. I and others remained.

Change continued. New leaders came and went.

• I RECOGNIZED THAT

Those who were with us started something that I liked.

They created an atmosphere that I was able to fit into.

NOW, THEY WERE GONE.

It Was Up To Me And Those Around Me

To Affect The Atmosphere Around Us

By Being Leaders by Default.

“Why Lead


MY EXPERIENCE….

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MY EXPERIENCE….

I told my co-workers:

The atmosphere was

not being cultivated for us

as it was.

We now had to cultivate

the atmosphere.

“Why Lead


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When Things C h a n g e

Who will pick up THE MANTLE of what was established by those gone by ?

THE MANTLE of Cultivating The Atmosphere You Are In

To make the atmosphere

what it should be and could be?

“Why Lead


36

POINT #8

Discovering

your values and natural leadership talent

INSIGHTS FOR THIS DISCUSSION

1. Discovering your values and natural leadership talent

2. Determining the needs of others

3. Coaching staff through challenges

4. Garnering commitment from coworkers and colleagues

5. Achieving accountability

6. Building trust

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38

“The Leadership Summit”

A Noted Presenter

Play to one’s strengths,

not their weaknesses

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BUCKINGHAM’S12 QUESTIONS

SELF-ANALYSIS THAT LEADS TO

Great Personal C H A N G E

That influences others

“A Must Read Book”

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The 12 Questions“First, Break All The Rules”

By Marcus BuckinghamYour Self Analysis

A. WHAT DO I GIVE

B. WHAT DO I GET

C. HOW DO I BELONG

D. HOW DO I GROW

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• Expectations Of Me? GIVE

• What I Do Best? GIVE

• Recognition? GET

• Materials & Equipment? GET

• Concern For Me? BELONG

• My Opinions? BELONG

• My Job Important? BELONG

• Committed Co-Workers? BELONG

• Best Friend At Work? BELONG

• Interest In My Development? GROW

• My Progress At Work? GROW

• Learning And Growing? GROW

MEASURING THE CORE ELEMENTS NEEDEDTO ATTRACT, FOCUS, & KEEP

THE MOST TALENTED EMPLOYEESThe 12 Questions

Adapted From “First, Break All The Rules”

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MEASURING THE CORE ELEMENTS NEEDEDTO ATTRACT, FOCUS, & KEEP

THE MOST TALENTED EMPLOYEESThe 12 Questions

Adapted From “First, Break All The Rules”

YES ___ NO ___

1. Do I have the opportunity to do what I do best every day at work? GIVE

2. Do I know what is expected of me at work? GIVE

3. Have I received recognition or praise for doing good work in the last 7 days? GET

4. Do I have materials and equipment I need to do what I do best every day? GET

5. Does my supervisor, or someone at work, care about me as a person? BELONG

6. Do my opinions seem to count at work? BELONG

7. Does my company’s mission & purpose make me feel that my job is important? BELONG

8. Are my co-workers committed to doing quality work? BELONG

9. Do I have a best friend at work? BELONG

10. Has someone talked to me about my progress at work in the past 6 months? GROW

11. Is there someone at work who encourages my development? GROW

12. Have I had opportunities at work to learn and grow in the last year? GROW

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MY STAIRWAY TO DISCOVERING MY VALUES AND NATURAL TALENTS

DESTINY

SUCCESS

ADVENTURE

LEADING

SPEAKING

WRITING

READING

CATCH MY WAVE

EXPLORE - - TURN THE SOIL - - PLANT

Explore your/their passions

Explore your/their abilities

Explore with respect to your/their job

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Discovering

Your Values and Natural Leadership Talent

BOOKS

FOR

LIFE LONG

LEARNING

45

FROM

TREMENDOUS LIFE

BOOKS


YELL!!!

“DON’T

FORGET

THE

BOOKS!!!”

46

POINT #9

Cultivating

Interaction Between

Generations

Staying RelevantUsing Social Media

Learning New Technology

Wisdom Of The Older

Experience Of The Older

Energy Of The Younger

Initiative Of The Younger

Differing Values49

Cultivating

Interaction Between Generations

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A SON WORKING WITH DAD

This is my very first time when I have invested money in my dad’s

business.

I never liked his way of working or his attitude to the business but I

had no other options.

I was looking for some opportunities where I can invest and who

else can be better than my dad? I started investing but my

problem started since then.

His work culture, business ethics, passion, commitments, and

even communications were never compatible with me.

It was really hard to adjust with him.

WORKING TOGETHER WITH DIFFERENT GENERATIONSHow To Work Well With Different Generations Of People

Posted on 3/23/2008http://www.quotestreasury.com/Working-Together-with-Different-Generations.htm

http://www.quotestreasury.com/Working-Together-with-Different-Generations.htm









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YOUNG TECHIE AND OLDER “NO” TECHIE

I have a colleague from sales department who is around 60 to 65

years old.

I am a tech guy so everyone in office runs to me when they face

problems with their PC.

I am scared to see this guy near my desk as

he doesn’t understand what I say and

I really don’t understand what he speaks.

He even doesn’t know how to save a file, composing emails in

outlook and many more.

I feel it was easier to teach my 7 year old niece than this guy.












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MY 7 YEAR OLD NEICE or AN OLDER MAN

My niece is just 7 years old,

She is always better to work with than any older guys.

The only problem I see when working with her is,

she wants to learn things faster and commits mistakes while going

so fast. At the same time she learns fast as well.

It helps me in working with her as I go with a lower expectation but

still it is not the same as working with people of my generation.












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YOUNGER GEN WORKING WITH OLDER GEN

How can WE (who are the we?) get THE OVER 40s to see we can do the job

more effectively IF they would LET US do it in OUR WAY?

First, let them know you understand the old ways. Because If you always have an

innovative system and you fail their little quiz on the old system, you’re toast.

If you are 24 and your coworker is 41, you need to make sure he knows that you

know that his experience is an asset to you.

Example: A 26 year old department head with 30 direct reports who were all in their

30s and 40s did not heed this advice personally in those days, so his

nickname was “Punk-Boy Manager.”

It’s hard to wield authority with that label floating around the office.

GRATITUDE and RESPECT are what the over 40 group really wants.

You’ve got it made if you can fake that.












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OLDER GEN WORKING WITH YOUNGER GEN

How can we get more productivity and work well with people under 20?

Wishing people to be like you is not a strategy.

You have to motivate the under 20s the way they grew up being motivated. INSPIRE?

They need to be always praised along the way to the goal.

• Celebrate the small victories on the road to their success and quit telling these

workers about 5 year plans; their plan in 5 years is to have another plan.

• Mostly likely, this plan will not involve you or your company (no offense).

Give them short, tight deadlines.

Make sure low-tech tools do not hinder your objectives.

If their home PC is twice as fast as their work PC, they have a crummy job.

And most important, they always want to do a good job and get a reward in the first

week. Make sure your system will allow that to happen (DO YOU AGREE?).












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What do we need to do to work more effectively with each

other as a team?

Get ourselves over! Recognize that people who grew up at different part of

history have a unique outlook and experience toward life.

• It’s always been that way and will continue.

• Though these differences seem a bit greater than those in the past, they are

in effect natural.

Dealing with generational diversity and understanding their differences is

critical to communication and success.

So, LETTING PEOPLE BE WHO AND WHAT THEY ARE and dealing with it is not new.

It’s always easy to say, “We were all young once” – but the truth is

we were not all young under the same circumstances.












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1. THE CALL COMES IN LIFE LONG LEARNING

2. OVERVIEW

3. THE MISSION LIFE GIVING WORDS OF PURPOSE

4. CREATING A CULTURE APPLICATION TO YOU & OTHERS

5. APPLICATION OF WORDS DWELL ON DEFINITIONS

6. CULTIVATING EXCELLENCE ONE PERSON AT A TIME

7. WHY LEAD YOU ARE NEEDED. BY DEFAULT

8. DISCOVER VALUES & TALENTS SELF-ANALYSIS REQUIRES

9. CULTIVATING GENERATIONS WORK WITH DIFFERENCES

10.QUALITIES OF LEADERSHIP VIDEO NEXT

INSIGHTS COVERED

BOOKS

FOR

LIFE LONG

LEARNING

57

FROM

TREMENDOUS LIFE

BOOKS


YELL!!!

“DON’T

FORGET

THE

BOOKS!!!”

http://www.youtube.com/watch?v=UhxINyIZ45458

http://www.youtube.com/watch?v=UhxINyIZ454

EXCELLENCE IS NOT AN ACT

EXCELLENCE ISA HABIT

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APPA 2010 PODCASTS

Moving Past Tragedy

Hear from individuals who were in the middle of some of the most historic

campus tragedies in the last 20 years.

Learn from how their wisdom and their leadership helped heal their

communities and spearhead the movement for the advancement in safety

on campuses throughout the world.

The link below will take you to the podcast:: http://www.appa.org/professionaldevelopment/APPA2010Podcasts.cfm

Dawson College

Donna Virraca, Communications Coordinator

APPA

1643 Prince Street

Alexandria, VA 22314

P: 703.684.1446, ext. 233

http://www.appa.org/professionaldevelopment/APPA2010Podcasts.cfm

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CLOSING

THE CALL COMES IN

63

THE CALL COMES IN

64

BARBUSH ENTERPRISES

with


Success Facilitator

Speaker

Leadership Developer/Trainer

65

OUR MOTTO is“Building Leaders for Today's Success"

OUR OBJECTIVE is“Building People Into Leaders They Are Destined To Be”

OUR OFFERINGS are“Guaranteed to

INSPIRE Leaders, Management, and Project Teams, and thus

MOTIVATE Leaders in Ways to Boost Their Proven SUCCESS”

The Focus

of

BARBUSH ENTERPRISES

66

We invest in people!

INVESTMENTS yield DIVIDENDS:

• Paid when we enable attendees

to further understand

who they are and what they are capable of doing

so they can fulfill passions and dreams.

• Paid when attendees determine the actions

to change their lives

the lives of those around them.

With investment and invigoration,Attendees produce successful events

in their personal lives and in their careers,

further contributing to

their success and their employers.

BARBUSH ENTERPRISES

LEADERSHIP - Perpetuating A Culture Of Excellence

Business

Transcript of LEADERSHIP - Perpetuating A Culture Of Excellence