RULES OF ENGAGEMENT B E INVOLVED B E ENGAGED B E PREPARED TO BE - PowerPoint PPT Presentation

TOOLS FOR INTENTIONAL EXCELLENCE IN WORKING WITH INTERNAL STAKEHOLDERS D R . R UBIN C OCKRELL

RULES OF ENGAGEMENT • B E INVOLVED • B E ENGAGED • B E PREPARED TO BE CALLED UPON • B E OPEN MINDED • B E WILLING TO “ UNLEARN ” LEARNED BEHAVIOR

Diversity & Cultural Competency Teamwork & Teambuilding OBJECTIVES What are Internal Stakeholders The importance of the Internal Stakeholder role within county government

What are you looking to learn out today? What are your expectations of Dr. Cockrell today?

Employees that participates in the management and internal success & failure of the county. Dedicated to providing services WHO ARE to county. INTERNAL STAKEHOLDERS? Highly affected by the decisions, performance, profitability and other activities of the company. Set the tone of the county based upon actions or lack of actions

INTERNAL COUNTY STAKEHOLDERS Federal and Senators who introduce and pass laws and Governors, mayors, state or generally control Legislators city/town councilors, provincial public budgets at the selectmen, etc. federal and state or representatives provincial levels. The executives that Boards of health, planning, carry out laws, zoning, etc., through their Local board power to issue permits and administer budgets, members. regulations, can be crucial and generally run allies and dangerous the show opponents.

It puts more ideas on the table. WHY IDENTIFY It includes varied perspectives & ANALYZE from all sectors and elements of the community affected. INTERNAL STAKEHOLDERS It’s fair to everyone. INTEREST All stakeholders can have a say in the development of an effort that may seriously affect them.

Builds trust Shares and support responsibility for the WHY INVOLVE for decisions process and or actions product INTERNAL STAKEHOLDERS Creates Leads to solutions better, more more likely cost- to be effective adopted solutions

DIVERSITY OF INTERNAL STAKEHOLDERS

PRIMARY AND SECONDARY DIMENSIONS OF DIVERSITY WITHIN A COUNTY

CULTURAL COMPETENCE AMONGST INTERNAL STAKEHOLDERS Acknowledge and accept differences in cognitive, § behavioral, philosophical, social, and communicative styles Seek to understand; ask for clarification or reasons § for the behavior Communicate policies, procedures clearly to § employees if you are a manager

BENEFITS OF DIVERSITY OF INTERNAL STAKEHOLDERS Creates a work Improved understanding environment that allows of those you work for, everyone to reach their with, and around. full potential. Provides multiple Better performance perspectives on outcomes. problem solving.

1. Describe your county environment and office. Is it conducive for learning and working? How diversified are your team members? 2. What is the cultural competency of your internal working environment amongst departments? 3. What do you personally do to make the environment welcoming to other internal stakeholders? How do you know if the process is effective?

ARE YOU PART OF THE TEAM OR THE PROBLEM?

CHARACTERISTICS OF AN EFFECTIVE INTERNAL TEAM • E VERYONE KNOWS THEIR ROLE • C OMMON G OALS • C LEAR ROLES AND RESPONSIBILITIES • P ARTICIPATION /C REATIVITY

It means hiring people who can work well together INTERNAL STAKEHOLDER It means developing a shared TEAM vision and commitment BUILDING It means developing rules of engagement that determine objectives, milestone and goals

A MONGST YOUR GROUP MEMBERS , LIST DOWN WHAT ARE COMMON INTERNAL CHALLENGES THAT YOU FACE THAT HINDER THE GROWTH OF STRENGTHENING YOUR INTERNAL STAKEHOLDER POPULATION ?

NO ONE IS PERFECT, KNOW THE LIMITATIONS

INTERNAL STAKEHOLDER Jealousy TEAM DESTROYERS Lack of Confidence There are 3 factors that can destroy a team of internal stakeholders Cynicism

Clarity of purpose Communication skills of the sender CONVEYING EFFECTIVE Effectiveness of the message itself MESSAGES Appropriateness of the channel used Feedback

Correct body language Project Eye contact Make NON-VERBAL COMMUNICATION Open-handed gestures Use Tone of voice Modulate

Noise BARRIERS TO EFFECTIVE Time COMMUNICATION AMONGST Lack of information INTERNAL STAKEHOLDERS Traditions

Feedback is a tool for continued learning IMPORTANCE Feedback can improve OF FEEDBACK performance TO INTERNAL STAKEHOLDERS Feedback can motivate Feedback is effective listening

Data is a Mission-Critical Necessity Mobile technology TECHNOLOGY empowers agencies to: AND COMMUNICATION • Increase productivity TO INTERNAL • Increase internal stakeholder morale STAKEHOLDERS • Increase internal organizational awareness

Learn their language, Be relational and FOUR STEPS FOR systems and transactional procedures ENGAGING INTERNAL STAKEHOLDERS Be willing to Remain humble “unlearn” and assertive learned with internal behaviors team members.

W HAT ARE YOUR KEY TAKEAWAYS FROM TODAY ’ S SESSION THAT YOU CAN GO BACK TO YOUR RESPECTIVE OFFICES AND IMPLEMENT ?

LAST WORDS TO PONDER “W HEN WE FEEL A SENSE OF BELONGING IT IS NOT BECAUSE WE ARE THE SAME AS EVERYONE ELSE , BUT BECAUSE WE HAVE BEEN ACCEPTED AS WE ARE .”

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