logging in or signing up winning with leadership aSGuest73160 Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 2143 Category: Education License: All Rights Reserved Like it (2) Dislike it (0) Added: October 28, 2010 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... By: chitukrish (14 month(s) ago) great presentation and very nicely communicated! Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: winning with leadership! Slide 2: about this presentation…. you’ll hear : : you’ll hear : The difference between ‘management’ and ‘leadership’ How to get your people ‘on board’ Ways to maximise people performance Ideas to create the culture you want Slide 4: what’s the difference between management and leadership? managers : managers maintain the status quo monitor situation allocate resources communicate targets measure the results feedback on the trends leaders : leaders strategic thinkers look forward and create visions challenge motivate inspire Slide 7: “a leader's job is to rally people toward a better future” marcus buckingham Slide 8: why is leadership so important? Slide 9: “ The surplus society has a surplus of similar companies, employing similar people, with similar educational backgrounds, working in similar jobs, coming up with similar ideas, producing similar things, with similar prices, warranties, and qualities.” Jonas Ridderstrale and Kjel Nordstrom Authors, Funky Business Slide 10: “when people leave companies, they tend not to quit the company, they are more likely to have quit the boss.” Ken Blanchard Slide 11: “The talented employee may join a company because of its charismatic leaders, its generous benefits, and its world-class training programs, but how long that employee stays and how productive he is while he is there is determined by his relationship with his immediate supervisor" Research from thousands of employees Marcus Buckingham ‘First Break All The Rules’ Slide 12: trust in management is declining Slide 13: “Only 36% of employees trust senior management to communicate effectively” “This drops to only 26% of employees with more than 15 years experience” Source: mercer hr consulting “Only 53% felt their organisation did a good job of keeping employees informed” Slide 14: idea one get that ‘vision thing’ getting that ‘vision thing’ : getting that ‘vision thing’ Creating a clear picture of the future that ‘stimulates, excites and inspires’ Getting everyone to ‘buy’ into it Ensuring that everyone understands what’s expected of them Turning it into meaningful goals and targets Communicating progress towards it continuously Celebrating successes Working ‘On’ it consistently Slide 16: strategic operational tactical on in Slide 17: what does a vision look like? a vision : a vision Is not simply a set of financial figures Is not a business plan Is not a ‘pie in the sky’ idea Is more than words in the MD’s annual speech Is a picture of the future that we want Includes customers, people and finances Typically is a 2 year / 1 year / 6 month ‘thing’ Is a point of strategic focus for the leadership of the business Is something for everyone to work towards Slide 19: people tell us they need to know Slide 20: How is this vision relevant to me? What specifically do you want me to do? How will I be measured? What consequences will I face? What tools and support are available? What’s in it for me? How are we doing? Slide 21: the leader’s role? Slide 22: to help people answer these questions Slide 23: value Your values idea two Slide 24: it’s not what you say…… it’s what you DO! values can: : values can: define the fundamental character of a business help create the culture you want create a sense of identity for the business reduce game playing, politics and confusion provide guidelines for managers and staff provide guidance for acceptable and unacceptable behaviours Slide 26: Harley Davidson’s Values: Tell The Truth Be Fair Keep Your Promises Respect The Individual Encourage Intellectual Curiosity Mutually Beneficial Relationships Slide 27: 45% feel that their managers behave in a way which is consistent with company values only Source: mercer hr consulting Slide 28: 35% feel that what their organisation says it values is consistent with what it actually rewards only Source: mercer hr consulting turn your values into ‘preferred behaviours’ : turn your values into ‘preferred behaviours’ TEAMWORK : TEAMWORK Offers support – doesn’t wait to be asked Strives to understand and contribute to departmental/team goals Recognises the implications of their actions/inactions on others Shows respect to the needs, feelings and views of others Promotes ‘collective’ ownership across the business Encourages contributions from all team members Slide 31: be a role model Slide 32: “There’s no ‘I’ in ‘Team’, but there is a ‘Me’ if you look hard enough” David Brent Slide 33: Only 17% are actively ‘engaged’ 63% aren’t engaged 20% are actively ‘disengaged’ 88% want to work hard and do their best 50% worked just hard enough to avoid being fired! 75% believe they could be significantly more productive Source: Gallup Slide 34: the benefits of an ‘engaged’ workforce Slide 35: 50% more likely to have lower staff turnover source: gallup Slide 36: 56% more likely to have higher than average customer loyalty source: gallup Slide 37: 38% more likely to have above average productivity source: gallup Slide 38: 27% more likely to report higher profitability source: gallup Slide 39: idea four give your people a damn good listening to Slide 40: “The best engineers sometimes come in bodies that can’t talk.” nolan bushnell, founder of atari Slide 41: ideas for action…. Slide 42: set up feedback systems that suit your team, not you ‘beat the brainwashing’ – ask your newcomers to spot your business ‘stupidities’ ‘kill a stupid rule’ – commerce bank offers $50 ‘experience days’ ‘fiver down the pub’ fridays ‘pizzas and problems’ resist recruiting ‘replicants’ Slide 43: ask your team ‘what do you want from me?’ Slide 44: Stop Start Continue Slide 45: be an ‘enemy of the status quo’ idea five Slide 46: when two people in business always agree, one of them is unnecessary william wrigley jr four common traits: : four common traits: leadership systems and processes culture measurement what processes do you have to encourage your people to ‘revolutionise’ your business? : what processes do you have to encourage your people to ‘revolutionise’ your business? Slide 49: “find great ideas, exaggerate them, and spread them like hell around the business with the speed of light” Jan Carlzon, Head of Scandinavian Airlines Slide 50: idea six create other leaders, not followers Slide 51: ‘PEAK PERFORMER’ ‘MISMATCH’ ‘STAR’ ‘PROBLEM PERFORMER’ P R O D U C T I V I T Y UNUSED POTENTIAL H I G H L O W L O W H I G H Slide 52: and finally…. Slide 53: idea seven take action, not notes Slide 54: “Vision without action is hallucination” Andy Law, St.Lukes Slide 55: “take the first step in faith. You do not have to see the whole staircase. Just take the first step.” Martin Luther King Slide 56: we can all be leaders Slide 57: Tilly Smith, Age 10 Slide 59: don’t just stand there….. do something! dick dastardly for stuff like this (and more) visit . . . . . : for stuff like this (and more) visit . . . . . www.andyhanselman.com You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
winning with leadership aSGuest73160 Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 2143 Category: Education License: All Rights Reserved Like it (2) Dislike it (0) Added: October 28, 2010 This Presentation is Public Favorites: 0 Presentation Description No description available. Comments Posting comment... By: chitukrish (14 month(s) ago) great presentation and very nicely communicated! Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: winning with leadership! Slide 2: about this presentation…. you’ll hear : : you’ll hear : The difference between ‘management’ and ‘leadership’ How to get your people ‘on board’ Ways to maximise people performance Ideas to create the culture you want Slide 4: what’s the difference between management and leadership? managers : managers maintain the status quo monitor situation allocate resources communicate targets measure the results feedback on the trends leaders : leaders strategic thinkers look forward and create visions challenge motivate inspire Slide 7: “a leader's job is to rally people toward a better future” marcus buckingham Slide 8: why is leadership so important? Slide 9: “ The surplus society has a surplus of similar companies, employing similar people, with similar educational backgrounds, working in similar jobs, coming up with similar ideas, producing similar things, with similar prices, warranties, and qualities.” Jonas Ridderstrale and Kjel Nordstrom Authors, Funky Business Slide 10: “when people leave companies, they tend not to quit the company, they are more likely to have quit the boss.” Ken Blanchard Slide 11: “The talented employee may join a company because of its charismatic leaders, its generous benefits, and its world-class training programs, but how long that employee stays and how productive he is while he is there is determined by his relationship with his immediate supervisor" Research from thousands of employees Marcus Buckingham ‘First Break All The Rules’ Slide 12: trust in management is declining Slide 13: “Only 36% of employees trust senior management to communicate effectively” “This drops to only 26% of employees with more than 15 years experience” Source: mercer hr consulting “Only 53% felt their organisation did a good job of keeping employees informed” Slide 14: idea one get that ‘vision thing’ getting that ‘vision thing’ : getting that ‘vision thing’ Creating a clear picture of the future that ‘stimulates, excites and inspires’ Getting everyone to ‘buy’ into it Ensuring that everyone understands what’s expected of them Turning it into meaningful goals and targets Communicating progress towards it continuously Celebrating successes Working ‘On’ it consistently Slide 16: strategic operational tactical on in Slide 17: what does a vision look like? a vision : a vision Is not simply a set of financial figures Is not a business plan Is not a ‘pie in the sky’ idea Is more than words in the MD’s annual speech Is a picture of the future that we want Includes customers, people and finances Typically is a 2 year / 1 year / 6 month ‘thing’ Is a point of strategic focus for the leadership of the business Is something for everyone to work towards Slide 19: people tell us they need to know Slide 20: How is this vision relevant to me? What specifically do you want me to do? How will I be measured? What consequences will I face? What tools and support are available? What’s in it for me? How are we doing? Slide 21: the leader’s role? Slide 22: to help people answer these questions Slide 23: value Your values idea two Slide 24: it’s not what you say…… it’s what you DO! values can: : values can: define the fundamental character of a business help create the culture you want create a sense of identity for the business reduce game playing, politics and confusion provide guidelines for managers and staff provide guidance for acceptable and unacceptable behaviours Slide 26: Harley Davidson’s Values: Tell The Truth Be Fair Keep Your Promises Respect The Individual Encourage Intellectual Curiosity Mutually Beneficial Relationships Slide 27: 45% feel that their managers behave in a way which is consistent with company values only Source: mercer hr consulting Slide 28: 35% feel that what their organisation says it values is consistent with what it actually rewards only Source: mercer hr consulting turn your values into ‘preferred behaviours’ : turn your values into ‘preferred behaviours’ TEAMWORK : TEAMWORK Offers support – doesn’t wait to be asked Strives to understand and contribute to departmental/team goals Recognises the implications of their actions/inactions on others Shows respect to the needs, feelings and views of others Promotes ‘collective’ ownership across the business Encourages contributions from all team members Slide 31: be a role model Slide 32: “There’s no ‘I’ in ‘Team’, but there is a ‘Me’ if you look hard enough” David Brent Slide 33: Only 17% are actively ‘engaged’ 63% aren’t engaged 20% are actively ‘disengaged’ 88% want to work hard and do their best 50% worked just hard enough to avoid being fired! 75% believe they could be significantly more productive Source: Gallup Slide 34: the benefits of an ‘engaged’ workforce Slide 35: 50% more likely to have lower staff turnover source: gallup Slide 36: 56% more likely to have higher than average customer loyalty source: gallup Slide 37: 38% more likely to have above average productivity source: gallup Slide 38: 27% more likely to report higher profitability source: gallup Slide 39: idea four give your people a damn good listening to Slide 40: “The best engineers sometimes come in bodies that can’t talk.” nolan bushnell, founder of atari Slide 41: ideas for action…. Slide 42: set up feedback systems that suit your team, not you ‘beat the brainwashing’ – ask your newcomers to spot your business ‘stupidities’ ‘kill a stupid rule’ – commerce bank offers $50 ‘experience days’ ‘fiver down the pub’ fridays ‘pizzas and problems’ resist recruiting ‘replicants’ Slide 43: ask your team ‘what do you want from me?’ Slide 44: Stop Start Continue Slide 45: be an ‘enemy of the status quo’ idea five Slide 46: when two people in business always agree, one of them is unnecessary william wrigley jr four common traits: : four common traits: leadership systems and processes culture measurement what processes do you have to encourage your people to ‘revolutionise’ your business? : what processes do you have to encourage your people to ‘revolutionise’ your business? Slide 49: “find great ideas, exaggerate them, and spread them like hell around the business with the speed of light” Jan Carlzon, Head of Scandinavian Airlines Slide 50: idea six create other leaders, not followers Slide 51: ‘PEAK PERFORMER’ ‘MISMATCH’ ‘STAR’ ‘PROBLEM PERFORMER’ P R O D U C T I V I T Y UNUSED POTENTIAL H I G H L O W L O W H I G H Slide 52: and finally…. Slide 53: idea seven take action, not notes Slide 54: “Vision without action is hallucination” Andy Law, St.Lukes Slide 55: “take the first step in faith. You do not have to see the whole staircase. Just take the first step.” Martin Luther King Slide 56: we can all be leaders Slide 57: Tilly Smith, Age 10 Slide 59: don’t just stand there….. do something! dick dastardly for stuff like this (and more) visit . . . . . : for stuff like this (and more) visit . . . . . www.andyhanselman.com