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

It’s Not the Books You Own…or even the one’s you’ve read. 6 It’s the Principles we put into practice and into play that matter.

“Do the thing, and you shall have the power” -Ralph Waldo Emerson

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 Donut Dan my Little Bro “MOO JO” Little Bro

Hey, Can I Do That? The Myth: The Truth: Other Driven Self-Driven External: Motivation depends on Internal: Motivation depends on our pushing people to perform. people’s pushing themselves to perform. Scheme: It is our job as leaders Environment: It is our job as to tinker until we find a leaders to create a climate in motivational system that works. which passion can live and not die. Grand Plan: We search the Mass customization: We nurture literature to find the perfect, a multifaceted approach that one-size-fits-all approach to reaches each person at his or motivation. her self-motivated center. Lock picking: If we persist, we Door knocking: If we are paying can “crack,” “recode,” and attention, we can knock on discover the way to make them people’s hearts in such a way run. that they will choose to open the door.

Clarity & Connectedness 85% 80% 80% 80% 63% 37% 20% 20% 20% 15% Understand what their organization Fully trust the organization is trying to achieve and why they work for Enthusiastic about their Feel their organization fully team’s/organization’s goals enables them to execute key goals Have a clear line of sight between their tasks and their team’s/organization’s goals Source: Stephen Covey, 8 th Habit 16

Clarity & Connectedness  Suppose a soccer team had these same scores: Only 2 know what position they play, and know exactly what they are supposed to do All but 2 players would, in some way, be competing against their own team members, rather than the opponent Only 4 of 11 know which goal is theirs Only 2 would care Source: Stephen Covey, 8 th Habit 17

Manager – Employee Relationship 35% would forgo a substantial pay raise 43% trust their boss to see their direct supervisor fired 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 18

Employee Engagement Actively Engaged Disengaged Disengaged 29 % 54 % 17 % Adapted from: The Employee Engagement Group http://employeeengagement.com/ 19

Employee Engagement  Imagine on your crew team if: Busting their butts Watching the scenery Sinking the boat 3 2 5 people people people Adapted from: The Employee Engagement Group http://employeeengagement.com/ 20

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

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?

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

consistency TEAM BUILDING vs CULTURE BUILDING

The Soul of a Sports Machine… (Google it) Fast Company

Doing the Best of What the Best Teams DO

Schwan’s Delivers

When Schwan’s Gathers Motivation Recognition Education Connection

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…..