Leading the Workforce of The Future...Culture 1. MISSION: What you are doing to achieve your Vision,...

David Spader

Founder, All-Win Leadership™ Solutions

Leading the Workforce of The Future

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"Only three things happen naturally in organizations:

friction, confusion and underperformance. Everything

else requires leadership.” - Peter Drucker

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§  In 75% of cases, organizational climate alone sorted companies into high vs. low profit & growth*

*Source: Primal Leadership, Harvard Business

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§ 50-70% of climate is related directly to the actions of the leader*

*Source: Primal Leadership, Harvard Business Review Press

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§ 50-70% of climate is related directly to the actions of the leader* § Organizational climate accounts for 20-30% of business

performance*

*Source: Primal Leadership, Harvard Business

§  How much more productivity do you think you could get from your people with GREAT leadership and management?

6 © 2019 All-Win Leadership Solutions, LLC & BMR, Inc.. All rights reserved.

§ 26% more revenue per employee

§ 40% lower turnover

§ 24% less likely to have layoffs in recession

§  Research by Bersin & Associates

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10+ years of Succession Planning

85% still in business 15 years later

2-10 years 50% still in business 15 years later

2 years or less 25% still in business 15 years later

*Source: Family Business Institute

1.  Problems with interpersonal relationships (68%) 2.  Failure to meet business objectives 3.  Failure to build and lead a team 4.  Inability to change or ADAPT during a transition

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*Source: Academy of Management Executive

Finding #1. In general leaders become less effective with age

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Overall Leadership Effectiveness by AgeAge Mean

PercentileNumber Participants

25 - 35 61.53 9,57736 - 40 51.76 8,18641 - 45 49.73 9,64646 - 50 48.30 8,90051 - 55 48.09 7,40056 - 60 47.39 4,97461 and over

47.01 2,725

Overall Leadership Effectiveness by AgeAge Mean

PercentileNumber Participants

25 - 35 61.53 9,57736 - 40 51.76 8,18641 - 45 49.73 9,64646 - 50 48.30 8,90051 - 55 48.09 7,40056 - 60 47.39 4,97461 and over

47.01 2,725

Overall Leadership Effectiveness by AgeAge Effectiveness Percentile Number

Participants

25 - 35 61.53 9,577

36 - 40 51.76 8,186

41 - 45 49.73 9,646

46 - 50 48.30 8,900

51 - 55 48.09 7,400

56 - 60 47.39 4,974

61 and over

47.01 2,725

*Research by Zenger Folkman

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Adaptability

Over an 11 year period, adaptive cultures outperformed non-adaptive ones on:

§  Revenue:

§  Net Income:

§  Workforce Growth:

§  Stock Growth:

682% versus 166% 756% versus 1% 282% versus 36% 901% versus 74%

Finding #2:

§  Less than 10% of leaders report having a personal development plan

Finding #3:

§  Very few organizations conduct follow-up assessments to 360s to track progress

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Source: How the Mighty Fall, by Jim Collins

Is this circumstance favorable or unfavorable?

© 2019 All-Win Leadership Solutions, LLC & BMR, Inc.. All rights reserved.

Our research with over 500 managers:

§  72% of leaders OVER-MANAGE favorable situations

§  57% of leaders UNDER-MANAGE unfavorable situations

21 © 2018 All-Win Leadership Solutions, LLC, BMR, Inc. dba Spader Business Management and LAC, Inc. dba Life Associates. All rights reserved.

Culture

1.   MISSION: What you are doing to achieve your Vision, your current purpose and “what business you are in.”

2.   VISION: Why you are in business, beyond making money.

3.   VALUES: The heart and soul of an operation. They state to employees, customers, vendors and stockholders how the company will conduct its daily business and guide decision making.


§ Outperformed competitors 4:1 § Outperformed the general market 6.9:1

§  Companies with a culture of discipline outperformed!


*Source: “Aligning Actions and Values”, Jim Collins, Leader to Leader, No.1, Summer 1996.


6 Months 12 Months

18-24 Months


Success Focus: What is one thing I can do to strengthen my business’ performance culture?

Satisfaction Focus: What is one thing I can do to improve the enjoyment/commitment of those working in my business?


1.  Culture Fit

2.  Satisfaction/Motivation Fit

3.  Performance Fit


“Managers have 2 choices

Hire winners or develop them.” Ken Blanchard

1st Place


"No company can consistently grow revenues faster than its ability to get enough of the right people to implement that growth and still become a great company.

If a company consistently grows revenue faster than its ability to get enough of the right people to implement that growth, it will not simply stagnate; it will fall.” – Jim Collins


Critical/Very High Importance Decision-Making P PAchievement P PProcess Management √ √Versatility √ PEconomic Interest √ P

High Importance Job Specific Knowledge P √Communication P √Integrator/Conventionalist Values P PRoutines Interest ─ ─


1.  I’d bet my life on it

2.  I’d bet my job on it

3.  I’m not betting


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Success Focus: What is one action I can take to improve the performance of my people?

Satisfaction Focus: What is one action I can take to improve the satisfaction/passion of my people?


Are your people causing process issues?

OR

Are your processes causing people issues?


Success Focus: Which process is the one most negatively impacting your results now?

Satisfaction Focus: Which process is the one most negatively impacting the satisfaction of people in your business now?


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§  Internal Focus §  Strengths §  Weaknesses

§  External Focus §  Opportunities §  Threats


Should we focus on Stability or Growth this year?

(Ask by Department/Function)


Success Focus: Do we have a clear strategic direction?

Satisfaction Focus: Is our staff enthusiastic AND committed to the strategic direction of our business?


SolutionsGrowth-Oriented versus Stability-Oriented (Primary Focus)

Growth Oriented §  Externally-driven §  “Harder” side §  Task focused

Stability Oriented §  Internally-driven §  “Softer” side §  People focused


SolutionsShorter-Range versus Longer-Range Focus

Shorter-Range Focus §  Faster to change §  Specific and shorter-

range development

Longer-Range Focus §  Slower to change §  Global and longer-

range development


1. Utilize “THE Question” every time you make a decision

2. Clarify your CULTURE

3. Ensure clear WORK DIRECTION for your employees

4. Seek feedback on your effectiveness in the areas of Culture, People, Process & Strategy


“The effective leader’s greatest contribution is to the growth of the organization, while the effective manager’s most essential contribution is to its survival and stability.”

§  Dr. Michael, Stepping Stones to Success


Leading the Workforce of The Future...Culture 1. MISSION: What you are doing to achieve your Vision,...

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