Lead Up, Lead Down Boost Employee Engagement with Self-Leadership BY: CAMI RESSLER, FOUNDER AND CEO RESSLER CAREER AND BUSINESS SOLUTIONS LLC

Transcription

1 1 Lead Up, Lead Down Boost Employee Engagement with Self-Leadership BY: CAMI RESSLER, FOUNDER AND CEO RESSLER CAREER AND BUSINESS SOLUTIONS LLC

2 Leadership Matters. 2 We need authentic leaders who can encourage people to perform at their best and step up and lead themselves. Bill George, Discover Your True North

3 Today s Agenda 3 Welcome and Introductions Today s Workplace What Employees Want Employee Engagement Self-Leadership Your Leadership Story Q&A

4 About Us 4 Over 20 years of combined career counseling/coaching and HR/business advising experience; entrepreneurial to large corporate environments National Career Coaching and Business Advisory Firm Passionate about helping people find careers they will love and advising employers on how to recruit and engage talent Speaker, Author, Counselor/Coach, Consultant, Trainer

5 Today s Workplace 5

6 The Business Reality 6 The OLD Reality People need companies. Machines, capital & geography are the competitive advantage. Better talent makes some difference. Jobs are scarce. Employees are loyal. People accept the standard package they are offered. The NEW Reality Organizations need THE RIGHT talented people. Talented people are the competitive advantage. Better talent makes a HUGE difference. People are mobile and their commitment is short term. People demand much more. Source: McKinsey, The War for Talent

7 Multiple Generations/Trends 7 10,000 boomers in the US will turn 65 every day until Oversupply of available workers but undersupply of qualified workers. Employees hired and promoted based upon their reputation capital. Millennials 50% of workforce by 2020/Work-life Flexibility. Diversity will now be a business issue not just and HR issue.

8 8

9 Leadership Development Challenge Source: Central Penn Business Journal, October 18, 2013, pg. 8

10 Keyword: Employability 10 Employer Says If you make us more valuable, we ll make you more valuable. Employee Says If you help me grow and flourish, I ll help the company grow and flourish. Source: Tours of Duty: The New Employer-Employee Compact. HBR, June 2013, Hoffman, Casnocha, Yeh

11 What do employees want? 11

12 Top 5 Reasons Employees Leave 1. Lack of career advancement opportunities (45%) 2. Bad boss/dissatisfied with Leadership (41%) 3. Dislike work environment; not connected to values(36%) 4. Bored, not challenged (36%) 5. Pay/benefits/work-life balance(34%) Source:

13 How do most employees describe their career? 13 41% of employees say they must join another firm in order to advance their career. Source: 2014 Global Workforce Study by Towers Watson.

14 Career planning helps given fair pay 14 to identify what employees really want in the workplace; and serves as a reality check to align employee roles within an organization s goals and strategic plans to achieve those initiatives.

15 Employee Engagement 43% More Productive! 15 Source:

16 Full engagement represents an alignment of maximum job satisfaction ( I like my work and do it well ) with maximum job contribution ( I help achieve the goals of my organization ).

17 Top 5 Ways to Engage Autonomy and independence 2. Clear expectations 3. Consistency 4. A real sense of connection 5. A chance for a meaningful future

18 SOLUTION #1 Career- Related Conversations Establish Future Growth 18 Past Career Conversation Future Performance Evaluations: Achievements and Challenges Career Advancement Planning: Opportunities, Challenges, and Action Strategies Source: Adapted from Beverly Kaye Model.

19 SOLUTION #2 Career Ladder to Lattice 19

20 What are my options? 20 Strengths Interests Goals Needs

21 The Story Behind. 21 LEAD

22 Best Employee/Boss 22 You Lead Up Can do attitude Anticipate your bosses needs Team player Job Ownership Company 1 st before own needs Your Boss Lead Down Believed in you Allowed you space to take risks and grow Kept you informed about company happenings/protected from politics. Supportive of your career Appreciated you

23 Leadership Through 3 Lenses 23 Individual Strengths and Weakness Assessments Individual Interviews Career Coaching Team Design Work Teams Group Dynamics Organization Dynamics Systematic perspective of the company Culture

24 4 Key Principles to Self-Leadership Job Ownership/Accountability 2. Self-improvement 3. Change 4. Interdependence

25 The Importance of Self-Leadership 25 The self-discovery of your inherent leadership potential and an understanding of who you are and what you are meant to be are the keys to fulfilling your purpose from existence as a leader. Myles Munroe

26 The Secret 26 You already know what you were put on this earth to do.

27 27 Know Yourself Activity When you know yourself you are empowered. When you accept yourself you are invincible. - Tina Lifford

28 Group Activity 28 Pair Up. Assign these roles: Interviewer Interviewee Interviewer Questions: What is your greatest accomplishment or proudest leadership moment? What have you always been naturally good at? What tasks tend to get pushed to the bottom of your to-do-list? Please switch roles after 8 minutes.

29 29 Leadership emerges from your life story. Source: Discover Your True North by Bill George

30 Authentic Leadership What and How 30 What was I born to do? What does my heart/soul tell me to do? How can I be of service? How can I find an opportunity that will allow me to use my talents?

31 Career/Leadership Management: What Works Staying positive, open to opportunities and motivated. 2. Loving what you re doing and putting your best into it. 3. Have a career plan and making it work, being ready for change. 4. Accepting responsibility for where you are now and for putting yourself where you want to be. 5. Believing in yourself and doing what it takes.

32 Pop Quiz 32 Quiz #1 Quiz #2 Name 5 of the wealthiest people in the world. List a few teachers who aided you in your journey. Name the last 5 Super Bowl winners. Name 3 friends who have taught you something worthwhile. Name 10 people who have won the Nobel or Pulitzer Prize. Name 2 people who make you feel appreciated. Name the people who won the Academy s best actor or actress in Think of 3 people you enjoy spending time with. Source: Where will you be five years from today?, as adapted.

33 33

34 Professional Development/Culture of Talking about Careers Challenges Lack training and HR knowledge about career development. Solutions Whose career is it anyway? employee sessions at professional development day Employees unclear how to take ownership for their career and what career paths existed. 350 managers trained on how to have career conversations virtually. Managers had little knowledge of talking to employees about careers. HQ remotely located and tended to have a static workforce. Recruitment of talent a challenge. Training department trained on how to create a framework and structure to support career conversations. Practical support: Manager guides and employee guides for career conversations, development action plan, key questions, & tools for career exploration.

35 Succession Planning Challenge and Emerging Leader Development Challenges Significant number of aging senior leaders Management apprehensive about promising future employees key roles Lack of leaders available within the organization ready to step into key roles Lack of coaching/mentoring skills Wanted to use assessments but not sure which ones to use Solutions Created succession planning matrix and talent assessment tools. DiSC assessment- match managers to employees to foster improved communication Strengths-based assessment and key questions to embed proactively into performance management systems and action plan development Creation of an internal leadership development program for identified high potential employees

36 Contact Information: 36 Cami Ressler, M.Ed., CEO and Founder Ressler Career and Business Solutions LLC P.O. Box 861 Mechanicsburg, PA coming soon! Phone: Available on Amazon.com