HEART-CENTERED LEADERSHIP

Transcription

1 HEART-CENTERED LEADERSHIP An Invitation to Lead from the Inside Out Presented by Susan Steinbrecher, Co-author Motivating and Retaining Employees by Barbara Glanz (Research findings: interviewed over 1,200 non-management employees) 1. People do not quit organizations they quit bosses. 2. People are searching for a sense of purpose and meaning in their work, no matter what that work is. 3. People want to be respected as whole human beings with a life outside of work. 4. People will do almost anything for a supervisor or manager who respects and appreciates them. Why did you leave your last job? 7% said they left their last job because their supervisor or manager did not say good morning to them 1 Possible Woman Conference 2013

2 Did You Know? Between the ages of 21 and 65 we spend roughly 11,000 days of our lives in the workplace 46% of employees leaving a company do so because they feel unappreciated 61% said their bosses don t place much importance on them as people 88% said they do not receive acknowledgement for the work they do Research Results Gallup surveyed more than 2 million employees at 700 companies worldwide over a 25-year period and found that immediate supervisors are the single largest influence on an employee s decision to quit DDI found that the major attractions employees look for in an organization are: work/life balance meaningful work trust a better relationship with their bosses Barbara Glanz Study Results Factors that motivate an employee to do their very best: 91% Being trusted 88% Doing meaningful work 88% Feeling appreciated 86% Better training 86% Being treated fairly 85% Doing interesting work 83% Being respected 78% Having the right tools for the job 2 Possible Woman Conference 2013

3 Barbara Glanz Study Results cont d Factors that motivate an employee to do their very best: 74% Opportunity for advancement 72% Freedom to make decisions 70% Knowing what is going on in the company 70% Great benefits 66% Involvement in decision making 58% Being evaluated regularly 57% Flexible hours 56% Getting more money Barbara Glanz Study Results Employee motivation and retention is not about money! Retention is about the human level, how employees are treated as people. David Maister Research Study Results Creating a positive emotional climate has a significant bottom-line impact Managers play the most important role in making that happen Employees attitudes actually drive financial results, not the other way around 3 Possible Woman Conference 2013

4 David Maister Research Study Results cont d Fully 23% of all variance in financial performance can be explained by the degree to which employees agree with the statement, We have an uncompromising determination to achieve excellence in all that we do. Seven Principles and Virtues Know thyself Principles Don t judge, don t assume; instead, come to understand They need what you need Letting go Know the impact of your words and actions Associates have a choice they will ultimately decide to go along or not Care for the heart Virtues Commitment to personal growth Open-minded Authenticity Detachment Integrity/Foresight Humility/Humbleness Self-care/Emotional health Principle and Virtue # 1 Know thyself Commitment to personal growth 4 Possible Woman Conference 2013

5 Principle and Virtue # 2 Don t judge, don t assume; instead, come to understand Open-minded Principle and Virtue # 3 They need what you need Authenticity Once the game is over, the king and the pawn go back in the same box. - Italian Proverb 5 Possible Woman Conference 2013

6 Principle and Virtue # 4 Letting go Detachment Principle and Virtue # 5 Know the impact of your words and actions Integrity/Foresight Principle and Virtue # 6 Associates have a choice they will ultimately decide to go along or not Humility/Humbleness 6 Possible Woman Conference 2013

7 Principle and Virtue # 7 Care for the heart Self-care/Emotional health THANK YOU 7 Possible Woman Conference 2013