Lead Like a Human How to Build Engaged Teams Adam Weber, Chief - PowerPoint PPT Presentation

Lead Like a Human How to Build Engaged Teams Adam Weber, Chief People Officer and CoFounder Emplify Fishers, IN

A lot has changed since the 90s...

A lot has changed since the 90s...

A lot has changed since the 90s...

Multi-Generational Workforce 90s Today Pew Research Center

Values Then Values Now Compensation Company purpose ● ● Benefits Authenticity of leadership ● ● Stability Professional development / growth ● ●

Average Job Tenure by Generation 7 Baby Boomers 5 Generation X 2 Millennials Pew Research Center

70% of Employees are Disengaged Emplify Insights Index

Impact of Disengagement Disengaged workers Lower productivity Lack of innovation Lower Profitability

Impact of Disengagement Disengaged workers Lower productivity Lack of innovation Brand Reputation

Impact of Disengagement Disengaged workers Lower productivity Lack of innovation Turnover

Highly engaged employees are 87% less likely to leave their companies than their disengaged counterparts. - Corporate Leadership Council

The Payoff for Engaged Employees is Good for Business

The Payoff for Engaged Employees is Good for Business

What is Employee Engagement?

An employee’s intellectual (head) and emotional (heart) connection with an employer, demonstrated by motivation and commitment (hands) to positively impact the company vision and goals. #LLAH

Leadership Goal Support Manager Meaning Availability Professional Utilization Purpose Fairness Development Engagement Drivers Psychological Shared Values Role Clarity Rest Safety Leadership Autonomy Capacity Integrity Coworker Feedback Relationships

Satisfaction Engagement is Good is Great Am I comfortable and ● How can I drive the ● am I going to stay? business forward? I work only enough to My heart and mind are ● ● meet basic expectations. in it and I give 115% Everyday.

Frustrated Frank Motivated Michael My employees are lucky to be a part My employees have made the decision of my team and have a job at a to work for me and it’s my successful company. responsibility to ensure their work is challenging and meaningful. Things I hear struggling managers Things thriving managers and owners say about and owners do to invest in their employees: their workforce: • Lack work ethic • Inspire the best • Want to be involved in everything • Transparent • Care more about ”life” in • Focus on outcome not hours work/life balance

Resource Guide

1. Centeredness 2. Align Around Your Company Purpose 6 Steps to build 3. Define & Activate Your Values 4. Set Goals engaged teams 5. Create Culture of Continual Improvement 6. Use Data

CENTEREDNESS

“The hard truth is that there is no silver bullet to becoming an authentic leader . It’s a combination of doing the work to become an authentic person and applying solid leadership principles and tactics. ” #LLAH

What is Centeredness? Leading as your whole, authentic, connected self Growing in your self awareness Putting disciplines in place that add consistency to how you show up each day

Why Does it Matter? It creates a psychologically safe environment where your employees can grow and thrive

Live it Out Centeredness Create a daily practice of self-reflection ● Get a hobby ● Focus on your health ● Invest in relationships ●

ALIGN AROUND COMPANY PURPOSE

“Why does what we do matter and what difference are we making in the world? ” Verne Harnish #LLAH

Align your team to your purpose by sharing customer stories regularly.

Live it Out Align Around Company Purpose Connect your people to the purpose ● Share stories of success ● Celebrate milestones ●

ACTIVATE CORE VALUES

Who are your cultural rockstars?

Integrate Core Values Into Hiring & Feedback You set ambitious goals, and you deliver results. You display commitment to mastering your craft and refuse to settle for the status quo. You believe in what others are capable of and push them to reach their true potential. You work sustainably, knowing you are in it for the marathon not the sprint.

Live it Out Activate Core Values Integrate values into hiring decisions ● Incorporate values into feedback ● Use values in recognition ●

SET GOALS

Why Goals Matter? Purpose Meaning Alignment to Alignment to company “Why” personal “Why”

Live it Out Set Goals With Your Team Identify their “Why” ● Map out a plan ● Hold each other accountable ●

CONTINUAL IMPROVEMENT

It starts with you. #LLAH

When you display a willingness to receive feedback, it makes your people want the same kind of feedback.

Live it Out Continual Improvement Start with you ● Put yourself in their shoes ● Consistent rhythms for feedback ●

USE DATA

Data is your permission to say no. #LLAH

Without data, you don’t have a clear picture of your team and the issues they need your help to solve.

“ Data, if used well, can have the power to revolutionize how leaders engage their people. ” #LLAH

Business Survey Outcomes Trust Morale Retention Team Performance

Gather Discover Align Your Equip Employee People Executive Managers Feedback Insights Team To Act Business Survey Outcomes

Live it Out Use Data Gather feedback ● Discover insights ● Align leadership team ● Empower managers ●

Be your very best self, see the best in your team, and lead them in unlocking their potential.

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chris@emplify.com

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