CHARTING THE FUTURE FOR SMOOTH SAILING. EFFECTIVE LEADERSHIP Presented by: Rory Gilbert, M.Ed., SPHR, SHRM-SCP

Transcription

1 CHARTING THE FUTURE FOR SMOOTH SAILING EFFECTIVE LEADERSHIP Presented by: Rory Gilbert, M.Ed., SPHR, SHRM-SCP

2 Expectations? 2

3 Session Objectives 3 learn what people need to do their best Learn the key attributes of effective leaders Identify personal strengths and weaknesses Develop a strategy to enhance leadership effectiveness

4 Describe a leader 4 Describe the most effective leader you have worked with

5 Engagement 5 What is engagement? What does an engaged employee look like? How about an engaged volunteer? What happens during the work/volunteer experience? Why does it matter? What can a leader do?

6 Engagement 6 The organization will never be what the people (employees) are not. Diane Oreck, Ritz Carlton

7 Engagement Impacts: 7 Attendance Productivity Performance Retention Customer satisfaction Innovation Profit Reputation

8 The Engagement Index 8 56 % higher success rate on customer metrics (loyalty) 44 % higher success rate on employee retention 50% higher success rate on productivity 33% higher success rate on profitability 50% higher success rate on safety This range is caused by the relative presence of engaged, notengaged and actively disengaged employees. (Coffman, 2002, p )

9 Employee Engagement 9 29% of employees are engaged and committed to the work they are ideal employees 54% of employees are neutral they show up, do what is expected and little more 17% of employees are actively disengaged they destroy customer relationships day in and day out they can be described as CAVE people continuously against virtually everything and they recruit others to their cause

10 Leadership and Engagement 10 Proud to tell others they re part of the organization Strong sense of team spirit Set their own personal values as consistent with those of the organization Attached and committed to the organization Sense of ownership for the organization High Engagement Produce only if watched carefully Motivated primarily by money Say good things about the organization publicly? criticize it privately Consider looking for another job if the organization experiences problems Feel unsupported and unappreciated Low Engagement

11 From Good to Great 11 Five Levels of Leadership Level 1 relates to individual capability, LEVEL 2 to team skills, Level 3 to managerial competence, Level 4 to leadership as traditionally conceived. Level 5 leaders possess the skills of levels 1 to 4 but also have an "extra dimension": a paradoxical blend of personal humility ("I never stopped trying to become qualified for the job") and professional will ("sell the mills"). Key Traits Humility Focus on the company Ferocious Resolve Insiders -- Jim Collins

12 Leadership behaviors 12 Model the way Inspire a shared vision Challenge the process Enable others to act Encourage the heart Leadershipchallenge.com -- Kouzes and Posner

13 Diversity and Inclusion: The Leader s Role 13 Visibly champions diversity and drives initiatives Creates an environment which is inclusive and open Demonstrates a collaborative leadership style Embodies merit-based decision-making Seeks out and values employees contributions Creates a sense of collective identity/shared goals within the team Possesses cultural competency Has the ability to actively manage conflict Deloitte, 2014

14 Qualities of Leaders 14

15 Themes 15 What are the themes that you noticed? On your handout Circle your strengths Underline the items that you could improve

16 What do employees need? Volunteers? From the gallup q To know what is expected To have resources To do what I do best Recognition and praise Someone who cares about me as a person Someone who encourages my development How many of these items can be influenced by a leader? That my opinion matters That my work has meaning mission That my co-workers are committed A best friend An opportunity to talk about progress To learn and grow With what skills?

17 Seven Essentials to Encouraging the Heart Set clear standards 2. Expect the best 3. Pay attention 4. Personalize recognition 5. Tell the story 6. Celebrate together 7. Set the example

18 Next steps 18 How do your strengths line up with employee needs? Identify one attribute that would benefit your employees if you improved. Feedforward What could I do to