Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential (Workshop)
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In contrast to Performance Management, Best-Self Management proposes that when leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the natural result. 15Five’s Best-Self Management training integrates research such as the Growth Mindset, Strengths-based management, Psychological Safety, and Positive Psychology. We also incorporate a Best-Self discovery process, a weekly check-in, and regular one on one meetings. Best-Self Management places a high degree of attention on helping to reflect and refine a person’s strengths, plan out their Personal Development Objectives, and continue to focus them on their own personal growth and development journey. Learn more at www.culturesummit.co
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Culture Summit 2019 - Using Best-Self Management to Unlock Employee Potential (Workshop)
- 1. Using Best-Self Management to Unlock Employee Potential
- 2. To support People in being and becoming their Best-Selves 15Five’s WHY
- 3. Our Results
- 4. Key 15Five Results Extraordinary Culture & Uncommon Loyalty ✓130+ people: ✓5 voluntary departures in 7 years ✓97% Employees report being better versions of themselves for having worked at 15Five
- 6. Best-Self Management Stop focusing only on managing performance and start helping each individual be and become their best selves We call this…
- 7. Best-Self Management Defined The Recipe A culture that brings out the best in who your people are today. Supporting your people in becoming their Best-Selves over time. Understand the keys to human growth and potential. Adopt a Best-Self Management Framework
- 8. Default Self
- 9. Best Self
- 10. Key Distinctions
- 11. Being ALWAYS leads to Doing 11 BEING ( INTERNAL/INVISIBLE ) DOING ( EXTERNAL/VISIBLE ) INDIVIDUAL • Thoughts • Emotions • Beliefs • Strengths • Traumas • Habits • Health • Productivity • Behaviors • Appearance • Cultural Norms • Social Agreements • Purpose and Why • Emotional bank accounts • Trust and distrust • • Communication • Physical spaces • Products • Services • Company results COLLECTIVE
- 13. The Illusion of Separate Work and Personal Selves Work Life
- 16. Radical Focus on Human Growth, Motivation & Potential 19541943 19981990 200420012000 20061999 “Positive Psychology” 2009
- 17. Maslow’s Hierarchy + Psychological Safety + Zone of Genius Growth Contribution Esteem Belonging Safety Physiology Best-Self Psychological Safety Zone of Genius
- 18. Golden Ratio of Feedback is 5:1
- 19. Mindset Fixed Mindset Growth Mindset Belief that abilities, intelligence, and talents are fixed traits. Belief that abilities, intelligence, and talents can be developed.
- 20. Strengths 20
- 21. Zone of Genius Zone of Genius Exceptional at this. No one does it quite like you. Zone of Excellence Highly skilled at this. Not many people do it better. Zone of Incompetence Not good at this. Many people can do it better. Zone of Competence Average at this. Some people do it better. Passion/EnergyTalents/Strengths ZOG‣ Energized ‣ Genius performance ‣ Lose track of time / flow ‣ No ceiling for growth
- 22. Positive Psychology - The Happiness Advantage Your brain at positive performs significantly better than at negative, neutral or stressed. “ Shawn Achor ‣ Your intelligence rises, your creativity rises, your energy levels rise. ‣ Every single business outcome improves. ‣ Your brain at positive is 31% more productive than your brain at negative, neutral or stressed.
- 23. Intrinsic Motivation R A M P Relatedness Autonomy Mastery Purpose Needs: Social Status Social Connections Belonging Needs: Creativity Choice Freedom Responsibility Needs: Learning Personal Development Levels Needs: Altruism Meaning A Reason Why
- 24. Best-Self Management in Practice
- 25. The Strategy ✓ Use cultural engineering to create psychological safety and positive brain states ✓ Make a commitment to your people thriving and make sure they know ✓ Design for intrinsic motivation ✓ Train managers to be Best-Self Managers ✓ Implement surveys, continuous feedback, Best-Self Reviews
- 26. Manager Practices Do a Best-Self / Strengths discovery process with each person Weekly check-ins Regular 1:1s Set personal development objectives alongside business OKRs each quarter Regular Best-Self Reviews