The table group consulting partners official providers of patrick lencioni content Learning to...

the table group consulting partners official providers of patrick lencioni content

Learning to Become a Motivational Leader

2013 NASACT ConferenceBUD WRENN

PINNACLE CONSULTING & COACHING / TABLE GROUP CONSULTING PARTNERS


KEYS TO A SUCCESSUL ORGANIZATION


Products & ServicesStrategy

MarketTechnologyFinances

Technical Skills

High Clarity

Low Politics

Low Turnover

High MoraleFlexibility

Customer Sat

Smart Healthy


THE BASIC FOUNDATIONAL NEED OF EVERY EMPLOYEE: THEIR WORKPLACE TO BE A

SAFE PLACE.

A safe place requires trust at its most foundational level.


A CULTURE OF EMPLOYEE MOTIVATION

Organizational Health – Focus on

the Company…

Team Collaboration – Focus on others…

Employee Engagement – Focus on me…

Levels of Employee Motivation


Levels of Employee Motivation

Foundational Level: Employee EngagementHigh levels of employee engagement help employees...

…become more willing to give up some of their individuality for the benefit of the larger organization.

…to appreciate the opportunities and benefits of working together.

…to see beyond themselves to the grander opportunities and goals of the business,


Moving Beyond Myself: Team CollaborationA culture of team collaboration takes hold when….

… They understand the reality that a true team of qualified employees will make better decisions - They are willing to put their own energy, thinking and efforts into the service of the team

…Individual employees are getting their own needs for personal significance met.


Cultural Objective: Organizational HealthThe employee shifts perspective toward the company goals and welfare, committing to ‘Organizational Health’. In healthy organizations…

… Goals are aligned with overall organizational direction.

… Teams strive to be cohesive and collaborative


In healthy organizations…

… Principles of organizational health are driven into the human and technical systems, creating a sustainable culture of continuous improvement.

… Employees fully understand and take ownership of that direction.

… Leadership consistently communicates the organization’s direction,


EMPLOYEE ENGAGEMENT – THE

COMPONENTS


Understanding components of engagement helps managers…

…understand components on which they may be strong or week.

…take a targeted approach in engaging their employees


Per Gallup, of the American workforce….

16% are actively disengaged.55% are not engaged.29% are actively engaged.


Actively disengaged employees cost the American economy

$350B per year


Three questions employees are asking….

- Who around here really knows me? - Is my work impacting the lives of others? - How am I doing?


Preventing the Three Major Factors that Cause Job Misery


ANONYMITY - The feeling that people get when they feel unknown or invisible at work.

Misery Factor #1


The Key Questions

- Do I fit in here?

- Do others know me? - Who knows me?


Anonymity is more about ‘others-identity’ of me.


The major driving force affecting Anonymity: The Employee /

Manager Relationship

- There is often a direct relationship between the quality of this relationship and the feeling of

anonymity of the employee


Dealing with Anonymity

… Adapt your own leadership style to ‘fit’ each employee

… Spend time to get to know your people – even outside work


‘Getting to Know Your People’

1. If you could go back in time, what about your life would you change or do differently?

2. Other than parents or a spouse, who has been the greatest influence on your life and why?

3. How do you define success?


IRRELEVANCE - The sense that my work no real impact on the lives of others. If I don’t show up for work, or do my job well, it wouldn’t really matter to anyone.

Misery Factor #2


The Key Questions

- Does my work matter to the company’s goals?

- Is my work impacting the lives of others? Who?

- Who do I help?


Factors that Prevent Relevance

- Personal & work-related insecurities


- Manager Insecurities

… Infatuation with ‘The Weeds”

… Inability to ‘let go’


Dealing with Irrelevance

- Adapt your own leadership style to ‘fit’ each employee

- Spend time to get to know your people personally – even outside work


Dealing with Irrelevance

- Demonstrate personal vulnerability: Come to grips with your own insecurities, strengths and your weaknesses, and deal transparently with them

- Get to know their strengths, personalities, etc. & help them leverage them


IMMEASUREMENT - the inability of an employee to assess his or her own level of contribution and success; a feeling of ambiguity about one’s own performance.

Misery Factor #3


The Key Questions

- Will my manager honestly talk with me about how I’m doing?

- If I’m performing well, or not, what are the implications?

- Can I know how I’m doing?- How am I doing?


To do well, good employees need….

- a manager relationship built on mutual accountability

- a strong sense of empowerment

- something meaningful to commit to

- a sense of control


A major cause of Immeasurement:

- Lack of a clear, corporate definition of ‘accountability’.


- Establish a clear mutual, corporate understanding of accountability with your people

Dealing with Immeasurement


- Regularly check / update internal measurement systemsCommit to regular, high quality feedback with employees (not an afterthought)

Dealing with Immeasurement


TEAM COLLABORATION – MAKING ENGAGEMENT

SUSTAINABLE


A healthy team-based culture allows the employee to find achievement at a different level.


1) Development of a ‘team health’ culture creates the most sustainable Employee Engagement


2) Not just any collection of individuals is a “team”. An understanding of team goals and dynamics is critically important.


2013 NASACT Conference

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