TRUE GRIT & CULTURE WARRIOR How to Grow a Culture of Success - - PowerPoint PPT Presentation

TRUE GRIT & CULTURE WARRIOR How to Grow a Culture of Success

The Way of the Culture Warrior

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It’s Not the Books You Own…or even the one’s you’ve read. It’s the Principles we put into practice and into play that matter.

• Ralph Waldo Emerson

“Do the thing, and you shall have the power”

Your going to spend the rest of your life in the future...so go build a list of certainties.

• 1. In the future our reputation will matter more,

not less.

• 2. The future is all about relationships, honesty,

trust and integrity

If anyone can raise the level of trust – reward that behavior.

Donut Dan my “MOO JO” Little Bro

Donut Dan my Little Bro

The Myth: Other Driven The Truth: Self-Driven

External: Motivation depends on

• ur pushing people to perform.

Internal: Motivation depends on people’s pushing themselves to perform. Scheme: It is our job as leaders to tinker until we find a motivational system that works. Environment: It is our job as leaders to create a climate in which passion can live and not die. Grand Plan: We search the literature to find the perfect,

• ne-size-fits-all approach to

motivation. Mass customization: We nurture a multifaceted approach that reaches each person at his or her self-motivated center. Lock picking: If we persist, we can “crack,” “recode,” and discover the way to make them run. Door knocking: If we are paying attention, we can knock on people’s hearts in such a way that they will choose to open the door.

Hey, Can I Do That?

Clarity & Connectedness

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Understand what their organization is trying to achieve and why Enthusiastic about their team’s/organization’s goals Have a clear line of sight between their tasks and their team’s/organization’s goals Feel their organization fully enables them to execute key goals Fully trust the organization they work for 63% 80% 80% 80% 85%

Source: Stephen Covey, 8th Habit

37% 20% 20% 20% 15%

Clarity & Connectedness

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All but 2 players would, in some way, be competing against their own team members, rather than the opponent Only 2 would care Only 4 of 11 know which goal is theirs Only 2 know what position they play, and know exactly what they are supposed to do

Source: Stephen Covey, 8th Habit

• Suppose a soccer team had these same scores:

43% trust their boss

Manager – Employee Relationship

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57% trust a stranger 65% would choose a better boss over a raise

Source: Michael Segalla, Harvard Business Review, 2009; Michelle McQuaid, 2012; The Employee Engagement Group

35% would forgo a substantial pay raise to see their direct supervisor fired

Employee Engagement

29% 54% 17%

Engaged Disengaged Actively Disengaged

19 Adapted from: The Employee Engagement Group http://employeeengagement.com/

Employee Engagement

Adapted from: The Employee Engagement Group http://employeeengagement.com/

3 people Busting their butts 5 people Watching the scenery 2 people Sinking the boat

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• Imagine on your crew team if:

“A key – perhaps the key – to leadership is the effective communication

• f a story.”

Howard Gardner Leading Minds: An Anatomy of Leadership

The New Sheriff in Town

Knowing Why We Run

Creating Culture/Stories in a Flash

What if no one told the story?

1. Do you know what is expected of you at work? 2. Do you have the materials and equipment you need to do your work right? 3. At work, do you have the opportunity to do what you do best every day? 4. In the last seven days, have you received recognition or praise for doing good work? 5. Does your supervisor, or someone at work, seem to care about you as a person? 6. Is there someone at work who encourages your development? 7. At work, do your opinions seem to count? 8. Does the mission/purpose of your company make you feel your job is important? 9. Are your associates (fellow employees) committed to doing quality work?

• 10. Do you have a best friend at work?
• 11. In the last six months, has someone at work talked to you about your progress?
• 12. In the last year, have you had opportunities at work to learn and grow?

Gallup's

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Gallup's 1. Do you know what is expected of you at work? 2. Do you have the materials and equipment you need to do your work right? 3. At work, do you have the opportunity to do what you do best every day? 4. In the last seven days, have you received recognition or praise for doing good work? 5. Does your supervisor, or someone at work, seem to care about you as a person? 6. Is there someone at work who encourages your development? 7. At work, do your opinions seem to count? 8. Does the mission/purpose of your company make you feel your job is important? 9. Are your associates (fellow employees) committed to doing quality work?

• 10. Do you have a best friend at work?
• 11. In the last six months, has someone at work talked to you about your progress?
• 12. In the last year, have you had opportunities at work to learn and grow?

Stay Green

Flexible FUN Motivated Enthusiastic Pleasant Happier Confident Contributors Energetic Creative Team Players Understanding Resilient Fluid Engaged Positive Persuasive Influential

Open to Change

www.kirkweisler.com

Can I really ask these?

What will keep you here? What might entice you away? What is most energizing about your work? Are we fully utilizing your talents? What is inhibiting your success? What can I do differently to best assist you?

http://www.zappos.com/c/tribal

TEAM BUILDING vs CULTURE BUILDING

consistency

The Soul of a Sports Machine… (Google it)

Fast Company

Doing the Best of What the Best Teams DO

Schwan’s Delivers

Motivation Recognition Education

Connection

When Schwan’s Gathers

https://youtu.be/qeZT5UuK4ks

If it’s really important… we will want to Practice

Be Careful coming through those doors

https://youtu.be/BKIMZzYtW40

What type of culture do we want?

How am I affecting the climate and culture? What can I be more intentional about?

https://www.youtube.com/watch?v=CiB932DosXM Soccer Partner…. How to Build the Team…..