Creating a Culture to Achieve Sustainable Success
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These are slides used for a presentation given by Michael Lee Stallard and Jason Pankau at the 2011 Learning for Life Annual Conference held in Reno, Nevada
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Creating a Culture to Achieve Sustainable Success
- 1. LEARNING FOR LIFE Creating a Connection Culture
- 3. FORMULA FOR SUCCESS + Task Excellence Relationship Excellence
- 5. THE CONNECTION CULTURE THE CASE FOR CONNECTION
- 25. THE CORPORATE EQUATION + Task Excellence Relationship Excellence = The Connection Culture
- 26. THE FORCE OF CONNECTION Like the wind in the trees An invisible force between human beings that promotes trust, cooperation and “esprit de corps”!
- 30. WORKSHOP CREATING A CONNECTION CULTURE
- 31. TERRY TATE VIDEO CLIP
- 33. WORKSHOP ELEMENT #1 INSPIRING IDENTITY
- 40. WORKSHOP ELEMENT #2 HUMAN VALUE
- 42. VALUE
- 43. VALUE Pixar
- 44. VALUE
- 54. WORKSHOP ELEMENT #3 KNOWLEDGE FLOW
- 61. MALCOLM IN THE MIDDLE VIDEO CLIP
- 65. VOICE
- 66. VOICE
- 67. VOICE Organizations with strong Knowledge Flow create: 1) a safe place to share ideas 2) intentional times to get together as a team 3) ground rules for actively sharing information as well as listening to and respecting each other
- 71. WORKSHOP ELEMENT #4 COMMITTED MEMBERS
- 72. ELEMENTS OF CONNECTION Core Elements 1. Human Value 2. Inspiring Identity 3. Knowledge Flow Enabling Elements 4. Committed Members 5. Servant Leaders Enabling Elements: the types of people who believe and behave in ways that increase connection.
- 73. COMMITTED MEMBERS Definition People in the organization who are: Committed to task excellence, Promoting the Connection Culture, and Living out character strengths and virtues.
- 74. “… while there are indeed great, often unfathomable forces in history before which even the most exceptional of individuals seem insignificant, the wonder is how often events turn upon a single personality, or the quality we call character.” -- Historian David McCullough CHARACTER STRENGTHS
- 75. “ Ability may get you to the top but it takes character to keep you there.” -- Legendary UCLA basketball coach John Wooden CHARACTER STRENGTHS
- 76. “ I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.” -- Rev. Martin Luther King, Jr. CHARACTER STRENGTHS
- 77. American Psychology Association study Leading psychologists Global study Identified 24 specific character strengths COMMITTED MEMBERS
- 81. WORKSHOP ELEMENT #5 SERVANT LEADERS
- 82. SERVANT LEADERS Committed Members empowered with the authority to: Coordinate task excellence, Facilitate the connection culture, and Model and mentor others in character strengths and virtues.
- 84. ELEMENT #1: INSPIRING IDENTITY People around King George referred to the colonists as “rabble”
- 85. ELEMENT #1: INSPIRING IDENTITY Our “Glorious Cause” Our “Noble Cause” Our “Cause of Virtue”
- 86. ELEMENT #2: HUMAN VALUE The colonists felt like they were being treated like slaves. Source: Ideological Origins of the American Revolution , Bernard Bailyn
- 87. ELEMENT #2: HUMAN VALUE He was known for his devotion to the people he was responsible for leading.
- 88. “ It wasn’t his generalship that made him stand out…It was the way he attended to and stuck by his men. His soldiers knew that he respected and cared for them, and that he would share in their severe hardships .” ELEMENT #2: HUMAN VALUE The late Richard Neustadt, Presidential Scholar, Harvard University
- 89. ELEMENT #3: KNOWLEDGE FLOW He imposed taxes without the colonists’ consent or the consent of their representatives
- 90. ELEMENT #3: KNOWLEDGE FLOW He was known as a listener and one who considered the opinions of others.
- 91. ELEMENT #4: COMMITTED MEMBERS
- 92. Became the “Conqueror of Cornwallis” ELEMENT #4: COMMITTED MEMBERS
- 93. ELEMENT #1: INSPIRING IDENTITY The “Glorious Cause” of Liberty - Lafayette
- 94. ELEMENT #2: HUMAN VALUE Sacrificed for the soldiers at Valley Forge
- 95. ELEMENT #3: KNOWLEDGE FLOW “ the common soldier was my greatest teacher” - Lafayette
- 96. If it weren’t for this Frenchman…Americans today might be British! ELEMENT #4: COMMITTED MEMBERS
- 97. “ Give me leave, my dear General, to present you …with the main key to the fortress of despotism. It is a tribute, which I owe, as a son to my adoptive father, as an Aide-de-Camp to my General, as a Missionary of liberty to its Patriarch.” - Marquis de Lafayette March 17, 1790 ELEMENT #4: COMMITTED MEMBERS
- 98. ELEMENT #5: SERVANT LEADERS “… [George Washington] is the greatest man in the world” – King George III
- 100. THE CORPORATE EQUATION + Task Excellence The Connection Culture
- 104. THE CONNECTION CULTURE QUESTIONS?
Notes de l'éditeur
- THANKS ALL ORGS NOT ALIKE I BECAME INTERESTED… AS I SET OUT I MET WE LOOKED AT ALL THE AVENUES WE DISCOVERED A VARIETY OF FACTORS TIME AND AGAIN ONE FACTOR EXPLAINED FORCE OF CONNECTION….
- VERY INTERESTING RESEARCH ABOUT THE WAY WE TICK PSYCHOLOGY RESEARCH NEUROSCIENCE PHYSICAL AND MENTAL HEALTH RESEARCH EFFECTS THE BOTTOM LINE
- MORE GRAMMYS THAN ANY BAND IN HISTORY BAND IS A FAMILY THERE IN TIMES OF NEED APPRECIATE EACH OTHER’S STRENGTHS SPLIT PROFIT FIVE EQUAL WAYS WITH MGR LARRY MULLEN MOM DIED WHEN HE WAS 14 EDGE’S DIVORCE ADAM CLAYTON’S DRUG AND ALCOHOL ADDITION DEATH THREAT TO BONO --> ADAM STEPPED IN FRON TO SHIELD HIM HOW CAN YOU SHOW YOU CARE: FLOWERS, CARD, NOTE, CASE OF BEN AND JERRYS ICE CREAM IN DRY ICE, CHOCOLATE, HUNTER THOMPSON SENT A TREE
- THANKS ALL ORGS NOT ALIKE I BECAME INTERESTED… AS I SET OUT I MET WE LOOKED AT ALL THE AVENUES WE DISCOVERED A VARIETY OF FACTORS TIME AND AGAIN ONE FACTOR EXPLAINED FORCE OF CONNECTION….
- VERY INTERESTING RESEARCH ABOUT THE WAY WE TICK PSYCHOLOGY RESEARCH NEUROSCIENCE PHYSICAL AND MENTAL HEALTH RESEARCH EFFECTS THE BOTTOM LINE
- WHILE AMIDST THIS RESEARCH …PERSONAL EXPERIENCE
- Ned Hallowell recommends vitamin C (for connection) Need human moments on average once every 4 hours or stressful environment will shift brain activity from the frontal lobes of the brain to mid-brain that is less socially wise
- Francis Fukuyama, professor at Johns Hopkins University, looked at “intermediate associations” i.e. groups comprised whose members were not related by blood
- Several experts believe this is the case including Robert Putnam, Harvard professor and author of “Bowling Alone” David Myers, psychology professor and author of “American Paradox” Robert Lane, Yale professor and author of the “The Decline of Happiness in Market Democracies”
- Adults who have social networks live 1/3 longer! Study done in Romanian orphanages showed importance of contact
- Not only are 75 % of employees disengaged, of the 25% who are engaged only 10% align their behavior with organizational goals…that’s right only 1 out of 10 employees are giving their best efforts and focusing on what the organization wants them to do.
- Employee engagement surveys typically measure enthusiasm, satisfaction and involvement
- According to researchers at Gallup Polls, in the 90’s a major sociological shift occurred when more Americans began to define themselves by their jobs, job titles, and the brand image of their employers instead of defining themselves by their families and communities as they historically had done. This, by the way, is one thing that differentiates American’s from Europeans. In other words, the pride that people get from their association with their job has become even more important to them. To get a better understanding of this connection between work and self identity, let’s look at some examples. PEOPLE YEARNING FOR CONNECTION AND COMMUNITY AT WORK
- In 2006 researchers at Florida State University surveyed more than 700 employees from a wide variety of professions, asking whether they had endured a history of abuse from their bosses. In 2007, the researchers asked 180 employees a slew of workplace performance questions. The found that workers who were abused retaliated in several ways.
- 1984 Bulls drafted Jordan Cover of SI Media Lopsided scoring from “the supporting cast” Frustration Doug Collins work ethic , tasks Phil Jackson Jordan Rules 6 NBA championships and basketball dynasty Like most leaders today Collins focused on task excellence
- FOCUS ON TASK EXCELLENCE IS NEVER ENOUGH NEED BE INTENTIONAL ABOUT DEVELOPING RELATIONSHIP EXCELLENCE TOO THE PATTERN : LEADERS AND STARS ENGAGED BUT 75% ARE NO STOP CARING, STOP COMMUNICATING, DECISION MAKERS DON’T GET INFO NEEDED TO MAKE OPTIMAL DECISIONS HOW ABOUT YOU?
- Groups of 2-3 5 mins prep 5 mins share Nominate example the group needs to hear
- THANKS ALL ORGS NOT ALIKE I BECAME INTERESTED… AS I SET OUT I MET WE LOOKED AT ALL THE AVENUES WE DISCOVERED A VARIETY OF FACTORS TIME AND AGAIN ONE FACTOR EXPLAINED FORCE OF CONNECTION….
- What are your questions? How does this resonate with you and your organization? What stood out about this presentation? What wrong? What’s right and What’s missing?
- THANKS ALL ORGS NOT ALIKE I BECAME INTERESTED… AS I SET OUT I MET WE LOOKED AT ALL THE AVENUES WE DISCOVERED A VARIETY OF FACTORS TIME AND AGAIN ONE FACTOR EXPLAINED FORCE OF CONNECTION….
- Explain the element of Vision and how it makes people feel Patient Care To provide sensitive, high quality, cost effective health care services to all patients, regardless of ability to pay. Teaching To be the primary teaching hospital for the Yale University School of Medicine and offer training opportunities for nurses and allied health care professionals. Research To provide the setting for ongoing clinical research that helps bring medical advances from the laboratory to the patient's bedside. Community Service To serve the community as a public health advocate and provide support and services which respond to the area's health care needs through health education, health promotion and access to care.
- It was conceived following Steve Jobs’return to Apple in 1996 after a 12-year exile. Apple had booted Jobs and brought in marketing pro John Scully to take Apple to the next level, which never happened. So the board of directors turned back to Steve Jobs for help. One of the first things Jobs did when he returned was to work with Apple’s ad agency to create the “Think Different” ad campaign. The campaign communicated that Apple people were more than technologists, they were innovators and artists who gave others like themselves the tools to change the world. The result was that it created a powerful emotional bond, a connection between Jobs, Apple employees, and Apple customers, who are, by the way, intensely loyal and evangelistic when it comes to spreading the gospel of Apple
- What leaders model MATTERS
- DISCUSSING THESE QUESTIONS WITH YOUR VISION/INSPIRING IDENTITY TEAM WILL HELP YOU FIND YOUR INSPIRING IDENTITY
- THANKS ALL ORGS NOT ALIKE I BECAME INTERESTED… AS I SET OUT I MET WE LOOKED AT ALL THE AVENUES WE DISCOVERED A VARIETY OF FACTORS TIME AND AGAIN ONE FACTOR EXPLAINED FORCE OF CONNECTION….
- Explain the element of Value and how it makes people feel.
- MORE GRAMMYS THAN ANY BAND IN HISTORY BAND IS A FAMILY THERE IN TIMES OF NEED APPRECIATE EACH OTHER’S STRENGTHS SPLIT PROFIT FIVE EQUAL WAYS WITH MGR LARRY MULLEN MOM DIED WHEN HE WAS 14 EDGE’S DIVORCE ADAM CLAYTON’S DRUG AND ALCOHOL ADDITION DEATH THREAT TO BONO --> ADAM STEPPED IN FRON TO SHIELD HIM HOW CAN YOU SHOW YOU CARE: FLOWERS, CARD, NOTE, CASE OF BEN AND JERRYS ICE CREAM IN DRY ICE, CHOCOLATE, HUNTER THOMPSON SENT A TREE
- WILDLY SUCCESSFUL COMPANY BOUGHT BY DISNEY PIXAR UNIVERSITY 90 + CLASSES - DRAWING, FILMAKING, YOGA, ETC. ED CATMUL CEO ON DOWN IN CLASSES TOGETHER 4 HOURS A WEEK ALIENUS NON DEITUS =ALONE NO LONGER
- 2000 started….Met w/95% of new employees! Travels one day each week “ most airlines treat passengers like cattle and that Jet Blue is different because they make personal connections with their passengers.” Makes them feel valued 2007 Valentines Day massacre…emails, YouTube, Letterman recovered customer goodwill
- Studies have shown that we all have basic needs – come up with different paradigm – you cannot stop this, everyone has these needs What we have found to be true for basic human needs Meeting these needs determines the degree of connection
- Studies have shown that we all have basic needs – come up with different paradigm – you cannot stop this, everyone has these needs What we have found to be true for basic human needs Meeting these needs determines the degree of connection
- Examples Ignore, exclude or insult someone and they feel hurt Patronize or act condescending and it will anger people
- We reproduce who we are! Share your good qualtiies – share your gold with other
- THANKS ALL ORGS NOT ALIKE I BECAME INTERESTED… AS I SET OUT I MET WE LOOKED AT ALL THE AVENUES WE DISCOVERED A VARIETY OF FACTORS TIME AND AGAIN ONE FACTOR EXPLAINED FORCE OF CONNECTION….
- Explain the element of Voice and how it makes people feel.
- Actively seeks people’s opinions. He will tell them what’s honestly on his mind before he asks them to share He encourages them to “get the moose out of the closets” before they grow into bigger problems. In his first 12 months, Lafley led an effort that resulted in a fivefold increase in employee approval of P&G’s leadership and soaring profitability and stock price... so much so that P&G was able to acquire the Gillette Corporation.
- Columbia and the Challenger Failed to encourage people to share their concerns Viewed as being negative A disengaged work environment is more subtle than the explosion of the Columbia space shuttle, but can have similar negative consequences. The following film clip shows how the effect of this kind of environment can seriously disengage our employees and hurt the business we are trying to build.
- Knowledge Flow benefits organizations in several ways. It keeps people in the loop so they have a shared base of knowledge and feel like part of the team. It also creates a marketplace of ideas and opinions so that decision-makers are better informed and everyone is more creative from exposure to the marketplace of ideas.
- NEURAL NETWORKS LIKE PATHS IN A THINK FOREST …NOT EASY TO CARVE OUT NEW PATHS….CONSUMES MORE ENERGY Take a few moments and discuss with your group what a high Knowledge Flow environment would look like in your organization. Then, write up 10 Rules of the Road on how to create such an environment. How do we become experts at this so that it is not just a task? How do we maintain a connection with our employees so that it is real, and not superficial. Knowledge Flow does not work if we go through the motions of listening, or if we just set up a knowledge flow meeting. How can we make it genuine? How can we truly engage our people so that they bring their whole self to the table and share their ideas and solutions?
- GE hotline
- You have regular check ups with others that you are relating to in your world to make sure that your relationships are on track and growing. Amnesty meetings – one on one meetings where we remove the stumbling blocks in our relationships. Mentors – Meetings with mentors who can advise your relating patterns and help you grow. Relational bank account – deposits and with drawls. How are you making deposits into one anothers accounts in order to build trust and connection with in your team? It is not just what you share but how you share it. Do you share your knowledge with one another in love (from a desire to build some one up) or from anger (a desire to tear one another down) or simply functionally (like a robot)? What is your relational connection quotient?
- Knowledge Traps are like plaque in artreries, they stop the flow of something that is essential to operate at our peak
- What is going on here? How might people feel engaged? We will pass out a survey to bring to light some of these concepts. Mark an «X» next to the statements that apply to our work environment. Wait a couple of minutes… If you a lot of «x's» in the top half of the sheet you probably feel the way many people realistically feel about Knowledge Flow. If you have a lot of «x's» in the bottom half, you should be ready to share your experiences with the rest of us!
- An organization with strong knowledge flow will create: 1) safe place to share ideas 2) intentional times to get together as a team 3) ground rules for listening and respecting each other And ultimately, an organization with Knowledge Flow will:
- The Leader frames the discussion “ Here’s what I’m thinking right now!” The Leader grants permission for knowledge flow. “ No one has a monopoly on good ideas so tell me what’s right, what’s wrong and what’s missing?” Ground rules for discussion. “ We want actionable ideas not personal attacks.” Follow up “ Affirm in writing the people who gave useful ideas.” Appreciate the truth teller. People who share an idea that is not in the public consensus are viewed in a negative light, so understand the courage it takes to bring about new ideas and make the environment as safe as possible so as not to stifle great ideas.
- THANKS ALL ORGS NOT ALIKE I BECAME INTERESTED… AS I SET OUT I MET WE LOOKED AT ALL THE AVENUES WE DISCOVERED A VARIETY OF FACTORS TIME AND AGAIN ONE FACTOR EXPLAINED FORCE OF CONNECTION….
- What are your questions? How does this resonate with you and your organization? What stood out about this presentation? What wrong? What’s right and What’s missing?
- We begin our section on committed members with a quote by the legendary basketball coach John Wooden “ Ability may get you to the top but it takes character to keep you there” Wooden is right, it all comes down to character. Character strengths are critical because they determine whether people do what’s best for their organizations
- 24 universal character strengths identified by Peterson and Seligman. global study of the character strengths that philosophers and religious leaders throughout history have identified. Seligman is the former president of the American Psychology Association and a psychology professor at Penn. He has led a movement of leading psychologists to study the attributes that make people healthy and this is part of his effort to define the potential list of character strengths that social scientists should study to see if people who have these character strengths possess superior mental and physical health (Review the character strengths sheet) When we look at a successful leader, we can identify the character strengths that helped make him successful. As an example, let’s look at a great example of a CM: General George Marshall
- PEELED BACK THE ONION ANOTHER LAYER 1. STEVE JOBS OF APPLE---PURPOSE---PASSION FOR EXCELLENCE AND BEAUTY 2. DAVID NEELEMAN OF JET BLUE--LOVE OF PEOPLE, FAIRNESS, KINDNESS, FORGIVENESS, SOCIAL INTELLIGENCE 3. AG LAFLEY OF P&G --- HUMILITY, OPENMINDEDNESS, CURIOSITY, WISDOM, LOVE OF LEARNING
- THANKS ALL ORGS NOT ALIKE I BECAME INTERESTED… AS I SET OUT I MET WE LOOKED AT ALL THE AVENUES WE DISCOVERED A VARIETY OF FACTORS TIME AND AGAIN ONE FACTOR EXPLAINED FORCE OF CONNECTION….
- The first type of person required to bring value, vision and voice to an environment is the committed member. One CM who emerged during the Revolutionary War was a Frenchmen…here’s his story. Wealthy, sailed to America, volunteered to fight and in a letter to John Hancock pledged his “life, liberty and sacred honor” to the American cause, commissioned as a lieutenant general became and aide de camp to G. Washington
- Wounded in the Battle of Brandywine and became an essential player at Yorktown. Called the “conqueror of Cornwallis”
- He was known to encourage others about Glorious Cause of liberty
- Lived alongside the soldiers despite his wealth, bought shoes and clothing for them with his own money
- He was know to seek out the common soldiers and ask them what they learned in battle…he called the common soldiers his greatest teachers and they called him “our Marquis” and the “soldiers friend”
- He is none other than [Full name]….The Marquis de Lafayette An excellent new biography actually attributes the French military support that Lafayette secured along with his military role and exhuberent, optimistic attitude as causing the war to tip in the favor of the Americans
- The rest of the story is even more remarkable. Lafayette becomes involved in the French evolution and sent the key to the notorious Bastille prison to George Washington. It is now displayed in Mount Vernon.
- What made George Washington a great leader? How did he lead a ragtag group of colonial soldiers to defeat the greatest military power at the time? Probably a whole host of factors but one factor is that he helped create an engaging environment. He wasn’t in it for power, in fact, here is the painting that commemorate that rare event in history, a military leader handing over his power to become a private citizen. The rarity of this event moved King George to remark when he heard it that if it were true Washington was indeed the greatest man in the world.”
- It’s a natural law whether you like it or not The human tendency is to drift away from the five element…the grerat keeps the organization on course on these five elements
- FOCUS ON TASK EXCELLENCE IS NEVER ENOUGH NEED BE INTENTIONAL ABOUT DEVELOPING RELATIONSHIP EXCELLENCE TOO THE PATTERN : LEADERS AND STARS ENGAGED BUT 75% ARE NO STOP CARING, STOP COMMUNICATING, DECISION MAKERS DON’T GET INFO NEEDED TO MAKE OPTIMAL DECISIONS HOW ABOUT YOU?