Turning Talent Into
Productivity
Open doors are a great
management practice
Open doors are
a portal to drama
Efficiency
•
•
•
•
•
Outcomes
Process
Teams
Accountability
Management
Loyalty
•
•
•
•
•
•
Empathy
Responsiveness
Team-work
Resources
Individual
Coaching &
Development
• Leadership
“
In changing times,
lead first, manage second.
Typical Responses to Trends
Change
Mindsets
Change
Reality
Quit
BMW
Drive
“
Great leaders work to perfect
employee circumstances
Great leaders work to bullet
proof employees
Employee satisfaction
surveys work
Actually, most just
survey victims
Why do we survey for
engagement?
A Story
A Story
A Story
The Design Flaws
#1 Perfecting employee
circumstances will drive engagement.
#2. All employee responses are
equally credible.
#3 Engagement drives results.
All employee are NOT equally credible.
Treating their opinions as equal is INSANE.
Perfecting employee circumstances
will drive engagement.
Perfecting employee circumstances drives
ENTITLEMENT, not engagement.
Engagement doesn’t drive results.
Personal Accountability drives both
engagement AND results.
Treating all employees responses
the same is insane.
and
Perfecting circumstances creates
entitlement.
and
Personal accountability is the true
driver of performance.
It’s time for a different
approach to engagement.
Employee
Value
=
Current
Performance
+
Future
Potential
Emotional
Expense
Personal Accountability
Emotional
Expensiveness
Reality Based Leadership
Change Capitalization
Organizational Alignment
Driving for Results
There is no “I” in team
There is an “I” in win
Personal
Accountability
The Mindset that results happen
because of one’s actions, not in
spite of them
Accountable people believe that
they choose their own destiny
The willingness to do whatever it
takes to get results.
The ability to stay the course in the
face of obstacles and setbacks.
The acceptance of the consequences
of our actions, good or bad.
The perspective to see success and
failure as learning experiences to
fuel future success.
There are no stupid questions
There are VERY
STUPID questions
Why doesn’t anyone tell me anything?
Why do they keep changing?
When will they get it?
Personal Accountability,
QBQ.com by John Miller
What?
How?
“I”
Action
Personal Accountability,
QBQ.com by John Miller
Reality-based
Leadership
The average person spends
Two hours a day arguing with reality
Event
Reality Based
Thinking
Thinking
Feeling
Actions
Results
Right or happy?
After the story . . .
How can I help?
What is the next right action?
The minute you start judging . . .
You STOP serving
You STOP leading
You STOP adding value
Organizational Alignment
Everyone has a right to their
opinion and should be included
in the decision-making process
We have all been
replaced by Google
Does My Opinion Count?
Role:
•Decision
•Consultant
•Informed
Decision
Role:
To do whatever
it takes to make it
work
Capitalizing on Change
Change is hard
We have been soft on change
Work with
The willing
Resistant, irrelevant
employees are inherited
Your Charlie Sheen of
the workplace was created
by your own actions
1.
2.
3.
4.
5.
6.
7.
8.
9.
Stop surveying the victims.
Close your doors.
Work with the willing.
Measure value not performance.
Fix the right stuff – emotional expense.
Accountability is KEY!!!
Work with the willing.
Value actions over opinions.
Buy in is not optional - engage or leave.
Thanks!
cywakeman.com
Want more?
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Go to realitybasedleadership.com
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