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SMF-FromShareholdertoStakeholderBuildingTeamswithVisionandPurpose Powered By Docstoc
					      Strategic Management Forum
  From Shareholder to Stakeholder –
Building Teams with Vision and Purpose

       Gigi Dryer              Steve Firszt
        Sonance           Fast-Forward Business Coaching
   Welcome to Owner’s World
It’s your company.
You make the decisions.
Nobody tells you what to do.
What about your employees? You need
them to do what’s right.
         How come they often don’t??
                 Leading People
•   “People need to know what marks
•   they’re supposed to be hitting.
•   They want to understand how
•   they can conduct themselves
•   to please you and your customers.
•   They appreciate a reminder when they goof up.
•   And they want to know the rules aren’t a moving
•   target or prone to selective enforcement.”
       - Verne Harnish, Mastering the Rockefeller Habits
Our Agenda
 •   Introductions
 •   Part I: Values & Purpose
 •   Part II: Goals
 •   Part III: Rewards
 •   Closing summary
    Entrepreneur vs Employee
• Do the work
• Are focused on today’s urgencies
            Work in the business
• Know how to get the work done
• Focus on tomorrow’s opportunities
           Work on the business
       The real difference…
    Don’t like to be told what to do
       Need to be told what to do
(if they didn’t, they wouldn’t be employees!)
       they want to understand WHY
        Employees as a Team
An organization will attract and retain a Team of
people dedicated to the success of the
organization and its goals when it has…
  – a Purpose, and;
  – a set of Values that it lives by;
  – effectively communicates them throughout the
    organization, and;
  – measures its actions and decisions against them.
            Company Purpose
You want employees who share your
company’s values, understand its
aspirations, and appreciate its purpose
• Values – what you stand for
• Aspirations – what you hope
  to achieve
• Purpose – an internal statement
  connecting values & aspirations;
  why you do the things you do,
  the way you do them
What are your Company’s Core Values? These
will be used to help define the company’s
                        Purpose, which will
                        ultimately become a
                        written statement that all
                        employees will know and
To help you discover a way to identify the
Core Values of your company, we are going to do
something Verne Harnish calls…
From Purpose, to…
The aspirations of your company, the long-
term “what we hope to achieve”, could be:
• a number (or set of numbers)
• an event (“become recognized as….”,
    “achieve the reward for….”)
• geographical reach (”serving people across
    the central US…”)
• a combination of things.
But fulfilling purpose requires more than just a
statement. It requires a clear vision of the
accomplishments needed for success.
It requires…
          Be SMART
Goals should be
•   Specific
•   Measurable
•   Attainable
•   Relevant
•   Time-Framed
Goal: “I want to write an article.”

SPECIFIC: “I want to write internet articles
about time management that have at least
6 steps per article and I want to write them
for the next three weeks. I’ll commit myself
to writing at least 2 articles every workday
until I reach completion.”

Goal: “I want to be rich.”

MEASURABLE: “I want to generate
$6,000 in passive income within 2 years
from this date.”

Goal: “I want to become a millionaire in 2

ATTAINABLE: “I want to become a
millionaire within 10 years by starting my
own personal design company, giving
speeches about design, networking and by
creating demand.”
Goal: “Within one year, I want to become
an owner of a Vegas Casino and start a
gambling cartel that weeds out the

RELEVANT: “By the end of the year, I
want to create a website that sponsors
design development and draws clients for
my new company.”

Goal: “I want to write an article.”

TIME-FRAMED: “I want to write an
internet article about design concepts that
has at least 6 phases and have it done by
July 3rd."
What would be SMART Goals for an integration
company to have?
Form groups and make a list of goals. Each group
will present its top-priority goal and explain…
•   Goal specifics
•   How it will be measured
•   Why it is attainable
•   Its importance/relevance
•   Its time-frame for achievement (one year or less)
From Goals, to…
The vision of success is clear, but now
you need to get there:
•   WHAT needs to be done (actions)
•   WHEN is it to be done (deadline)
•   WHO is responsible (accountability)
•   HOW is it to be done
To sucessfully achieve goals, you
need to have…

This is a powerful model, especially
when communicated throughout the
• WHY we are doing this (Purpose)
• WHERE we are going (Goals)
• HOW we are going to get there
There is one other essential element to
making this all work…
          Measure & Reward
• Did it get done…
  – On time?
  – Correctly?
  Monitor Constantly
• What if it did? What if it didn’t?
  – Timely with praise (public), equally consistent
    with consequences (private)
  Develop rewards for achievement of goals
             Types of rewards
•   Frequent (daily, weekly)
•   Monthly, quarterly, annual (commission; bonus)
•   Individual or Group (eg, monthly team bonus)
•   Deferred income (profit-sharing, 401(k) match)
•   Personal days
•   Lunches/dinners
•   Merchandise/Gifts
•   Recognition (internal/external)
Develop company rewards for individual and/or
group achievement
Use the group goals developed earlier. Create a
reward system for them, and
be prepared to discuss…
•   Type of reward
•   Who will be eligible
•   Time-frame/frequency
•   How it will be administered
Values & Purpose “Align”
  Company Activities
The Planning Pyramid
          Your Action Items
           Identify your company’s core
             values & aspirations; develop a
  purpose statement that describes why you
  do things the way you do; and what the
  company hopes to achieve (see sample)
• Develop SMART goals for 90-day and 1-
  year achievement
• Develop rewards for excellence
Your Team Needs to Know!
 - Never assume, always follow up -
           THANK YOU!

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