Leading for Effect: Creating a Culture of Resilience and Positivity

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2 Leading for Effect: Creating a Culture of Resilience and Positivity Breakout Session # C-02 Russ Blaine, COO, Beyond Mission Capable Solutions Laurie Davis, Supervisory Contracting Officer, Naval Sea Systems Command December 4, :15 4:30 1

3 Hello!

4 Tying it Together! Resilience Positive Leadership Leading Change Culture

5 Culture: What is it? What if it isn t good? Underlying Assumptions Is your culture Disinterested Beaten down Unmotivated Disengaged Fearful Pessimistic Gossipy Negative Mean Rude What can be done?

6 Can a culture be changed? Generally believed cultures can be changed Behaviors change first then beliefs Artifacts beliefs assumptions Is there a structured approach? Yes, there is. We won t leave you hanging. 5

7 Kotter s 8-Stage Process 1. Establish a sense of urgency 2. Create a guiding coalition 3. Develop a vision and strategy 4. Communicate the change vision 5. Empower employees for action 6. Generate short-term wins 7. Consolidate gains; produce more change 8. Anchor new approaches in the culture 6

8 Steps 1 & 2 Urgency Logos, Pathos, Ethos (??) It s not as bad as it seems because a, b, & c. We will do this together beginning now We are better than this we can do this Coalition Put right people in right places Optimists, problem solvers, patient managers Supportive, relationship oriented Respected! (Sub-culture & informal leaders) 7

9 Steps 3 & 4 Vision, Strategy Focused on positive processes and outcomes Double-good bottom line Logical (not Pollyanna ) strategy Based on team, relationships Communication Frequent; oriented toward desired outcomes Distributed; up, down, across the organization Use metaphors, analogies, stories Lead by example LISTEN! 8

10 Steps 5 & 6 Empowerment Remove obstacles including bad bosses Ensure education and training occurs Align systems (HR, compensation, etc.) Reinforce vision Short-term wins Demonstrate that planning, sacrifice work! Undercuts the nay-sayers Builds momentum Provides evidence of the value of change! 9

11 Steps 7 & 8 Consolidate gains, create more change Take on larger, more significant projects Capitalize on more distributed support Use senior leadership to maintain energy Anchor Norms begin to change Change makes way into common language Results must be perfectly apparent May require some turnover, hiring 10

12 What is Positive Leadership? (Gordon, 2007) A style of leadership encompassing the science of positive psychology, and focusing on emphasizing optimistic elements of organizational life as a means of achieving an organization s goals. Positive Leadership focuses heavily upon teamwork, vision, employee participation, trust, respect, and customer focus to achieve extraordinary goals atypical goals positively deviant goals! It s all about Driving a positive culture Creating, sharing a positive vision Leading with optimism Confronting, transforming, removing negativity Creating united and connected teams Building great relationships and teams Pursuing excellence Demonstrating grit, optimism and resilience! How might this help?

13 Positive Leaders Create a Positive Climate Gratitude 12

14 Positive Leaders Create Positive Relationships Opportunities to Support Physical Health Emotional Health 13

15 Positive Leaders Foster Positive Communication Frequent Positive Statements Describe vs Evaluate Maintain Authenticity! 14

16 Positive Leaders Create Positive Meaning Jobs become careers Depth Virtue Compliance becomes identity becomes internalization 15

17 Typical outcomes? Positively deviant behavior Strengths are optimized More, better optimistic communication Enhanced collaboration A virtuous loop people bringing out the best in people! 16

18 Resilience & Positive Culture: A Virtuous Relationship A Leader is a dealer in hope. -Napoleon Bonaparte Positive Culture Resilience

19 What is Resilience? -Oxford Dictionary

20 Resilience in the Workplace According to Al Siebert, PhD, author of The Resiliency Advantage, resilience also refers to: Coping well with high levels of ongoing disruptive change Sustaining good health and energy when under constant pressure Overcoming adversities Changing to a new way of working when old ways are no longer possible More than education, more than experience, more than training, a person s level of resilience will determine who succeeds and who fails. That s true in the Olympics, and it s true in the boardroom. -Dean Becker, (President/CEO of Adaptive Learning Systems). How Resilience Works by Diane L. Coutu, Harvard Business Review, July 10, 2003

21 So Is There A Resilience Advantage? You re Darn Right There Is! An optimistic, positive brain is 30% more productive than when negative, neutral, or stressed. -Shawn Achor, The Happiness Advantage More than 50 years of scientific research have powerfully demonstrated that resilience is the key to success at work and satisfaction in life. -Karen Reivich & Andrew Shatté, authors, The Resilience Factor

22 Practical Ways to Build Resilience Adopt a growth vs fixed mindset (Dweck, 2006) Take on Adaptive Challenges as an opportunity to practice Choose to view failures with curiosity instead of judgment

23 Discuss! A negative climate you ve been part of Effects, feelings that resulted What were the spoken values? What were the unspoken values (norms?) Examples of positive leader(s), leadership How do optimists make you feel? Does it affect your participation, output? How do optimists maintain credibility? How did the organization respond? 22

24 Tying it Together! Resilience Positive Leadership Leading Change Culture

25 What next? Read! Learn about Positive Leadership and Resilience!! Identify a mentor approach! (I will help you!) Make your team better. Simply begin. 24

26 Contact Information Russ Blaine Laurie Davis 25