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Teambuilding…

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Teambuilding… Powered By Docstoc
					Working Across The Generations




Presented by Bruce Lee
     March 2, 2010
Proven! Practical! Performance based!




                                        Productivity
                                        up to 40% +


  From Good To Great!
                                         Extra Slides
     Today’s Objectives
1. Understand the needs and expectations
   of Generation Y and all Generations
2. Learn how to motivate everyone
   for retention and loyalty
3. Understand how to make a difference
   in everyone’s life!
Evaluation Form
 or Business Card “All”

      Coaching follow up
 This session includes a one hour private
coaching call on the topic of your choice:
    ie: for clarification / recommendations.
Why Employees Leave
           Prior to Hiring Winners, Understand:
• People leave bosses
• 22% are planning to leave
    - 1/3 changed jobs to escape co-workers

• Less than 20% consider fully engaged
    - 63% plan to stay with employer

              The #1 Reason Employees Leave
   A recent poll of the 1000 largest North American companies
  showed that lack of recognition and praise is the Number One
             reason employees leave an organization.
                     - Robert Half International
        The 4 Generations
Demographers:
Generation Y               1981 – 1999 (10 – 30) 20% workforce
     - Echo Generation
Generation X               1965 – 1980 (30 – 45) 29%
- 1991 Douglas Copeland “Gen X: Tales for an Accelerated Culture”
Baby Boomers          1946 – 1964          (45 – 64) 42%
     - 14% are over 56, and will retire in 10 (?) years
     - Canada faces pot. shortage of 1.2 m by 2020
Traditionalists / Silent Pre 1945                       9%
Time Magazine:
- “What’s-in-it-for-me generation.”
- “Never-ending adolescence generation.”
- “Yhe generation that won’t grow up.”
Two Sources of Conflict
1. Performance Based Conflict
• Where the expectations of team
  members are not met.
           - trust is broken
           - team work not as
             effective
     Unfulfilled expectations.
Managers Don’t Manage People
They manage people’s behavior
    Managers shift behavior
    to improve productivity

You have the power to shape your experience
  Possibility thinking – calm confidence
2. Relationship Based Conflict
 • An individuals behaviors are not
   acceptable to the other person.

 • Personalities get in the way.
    - interpersonal skills – lack of?
Communication
       Miscommunication:
 is reported to be the #1 cause
      of workplace conflict,
low morale and poor teamwork.
                                   MEMO
To:                   Office Manager: Peru
Subject: Employee List
Please provide head office with full details of factory and office head count, broken down by sex.
                                      REPLY
To:               Head Office Personnel
Subject: Employee List
As per your request, we detail the following:
• 249 Factory workers
• 31 Office personnel
• 3 Sick Leave

None of these is broken down by sex.
Our problem is alcohol.
 More On Communication
1. Master the art of “Question Power”

2. Practice high performance listening

3. Avoid the 2 traps of working with people
        - make assumptions
        - talk too much
      Survey: Which
   Generation Are You?
Generation Y             1981 - 1999
Generation X             1965 - 1980
Baby Boomers             1946 - 1964
Traditionalists / Silent   pre 1945
                Traditionalist Boomers
                Loyalty, dedicated, honor     Personal growth, ambition,
   Value        sacrifice, hard working,      youthfulness, equality,
                compliance                    collaborative
                Stability, support from the   Ambition & hard work
Expectations    company during re-            rewarded, opportunities to
                organization                  climb corp. ladder
                Respect of authority, loyal   Challenge authority, loyal
 Behaviour      to organization               to the team and teamwork

                Create a legacy!              Put their stamp on
    Goal                                      everything they do!

                Long term commitment          Add value by going the
 Organization
                                              extra mile
 Expectation
                Seniority and job titles are Democratic flat
  Authority     respected – “Tell me what I organizations – “Let me
 Expectation    should do for you.”          show you what I can do”!
Traditionalist Boomer
 Life shaping:                Life Shaping:
 Depression,                  Man on the Moon,
 WWII,                        Vietnam,
                              Free Love - the Pill,
 Clips coupons                “60 is the new 40”
                              Sixty is now “sexty”
 FRUMPS: frugal               Kraft dinner
 responsible, unpretentious   TV trays to eat TV dinners
 mature person                Reused aluminum foil
 Plastic flowers              Find Y’s as sloppy,
                              undisciplined
 Movies:                      Movies: Ben Hur, Sound of
                              Music, 10 Commandments,
                              Dr. Zhivago,

 Music: Perry Como,           Beatles, Beach Boys,
 Ingelburt                    Monkees, Elvis, Bobby
                              Darin
 Traditionalists have referred
to X or Y as young whippersnappers

- Creators of the Baby Boom

       - Silver Tsunami
       Immortality
“I don’t want to achieve immortality
 through my work: I want to achieve
     immortality by not dying.”
   - Woody Allen, Baby Boomer

        The key to immortality,
is to first live a life worth remembering.
                  Gen X                          Gen Y
               Independent, pragmatic,       Optimistic. confident,
  Value        flexible, adaptive, results   innovative, diversity
               driven                        focused, Technology rules
               Challenging work,             Rapid career growth,
Expectations   environment, continuous       continuous change,
               learning, work-life balance   personalized experiences
               Focus on results, loyal to    Loyal to peers, respect for
Behaviour      their manager,                skills not title, focused on
               unimpressed by authority      change through technology
               Maintain independence in      Find work and create a life
  Goal         all areas of life             with meaning

Organization   Exceed the expectations       Wants to be treated equally
               and deliver results
Expectation
  Authority    Skills and competence         They are the competence! –
               respected – “Tell me what     “Show me what you can do
 Expectation   you can do for me”.           for me right now”.
    Gen X                      Gen Y
Life Shaping: stagflation,   Life shaping: 9/11, reality
Gulf War, MTV                TV, AIDs, safety laws,
                             internet boom/bust,
                             Columbine
                             Nextors, Boomlets, Digital
                             Generation, Rock Stars,
                             Kippers: kids in parents pockets
                             Don’t let get stuck in a rut
                             – rotate to motivate –
                             around the company
Movies: Star Wars, Jaws,     Movies: ET, Raiders of
Close Encounters, Exorcist   Lost Ark, Titanic, Jurassic
                             Park, Independence Day
Music: Bee Gees, Rod         Music: Police, Olivia
Stewart, Elton John          Newton John, Kim Carnes,
                             Marieh Carey, Boys - Men,

                             Find Boomers rigid, formal
                             and bureaucratic
    Gen Y is all about Technology (10/2007)
•   97% have a computer
•   94% own a cell phone
•   78% use Instant Messaging.
•   75% of students have a Face book account
•   60% own some type of expensive portable music
     and/or video device such as an iPod.
•   49% download music using peer-to-peer file sharing
•   33% use websites as their primary source of news
•   28% have a blog and 44% read blogs
•   15% of IM users are logged on 24 hours a day/7 days a week
•   Internet 24/7 is expectation
Social Networking
    Social Networking Sites
•   Facebook                   350. m
•   MySpace (14 & up)          135. m
•   Twitter                      45. m
•   Classmates                  51. m
•   Flickr                      32. m
•   YouTube                    300. m
•   Nexopia (Edmonton based)      2. m
•   LinkedIn                    53. m
               Warning!
• “Youthful indiscretions”
• 28% of US Colleges investigate applicants social
  media profiles – their online persona
  = 39% had a negative impact

Employers blocking employee access – why?
 - employee opinion: progressive? regressive?
        Unique Ideas…
Burger King “Whopper Sacrifice”:
- un-friend 10 friends for a free Whopper
  = lots of free press - shutdown

Engagement Ads:
- NY Times “Obama issue”
   - sent 220,000 times, their fans tripled
  Warning - Texting
 People under 45 send & receive 3 times as many
  texts as calls on their phone - 85 billion a month
     79 % of survey texted while driving
     43 % texted skiing, horseback riding, biking
     16 % at a funeral
     14 % during romantic interlude
      = absent presence as they disengage
Result: Emergency room visits
        and deadly accidents
 Strength: Technology
    How to engage and develop?
• Work environment
  – Cell phones
  – PDA’s/Laptops
  – Instant Messaging
  – Corporate Intranet
  – Telecommuting
            Issue:
         Communication
       How to engage and develop?
•   Image
•   Recruitment
•   Orientation
•   Daily
•   Listen to Gen Y
•   Sharing of information
•   Training
•   Tap into their network of friends
 Gen Y as a Resource
    How to engage and develop?

• Skills Assessment
• Individual Development Plan
  – Webinars
• Functional Scheduling
• Employee Opinion Surveys
Engagement
= Retention
Must Be Inspired
 - from the inside out
Gallup Poll, July 2009
 Only 30% of corp. workforce fully engaged

- employee engagement = customer engagement
  Best Buy: a .1% increase = $100,000 per year more
  profit over 1200 stores


      Only 20% actively disengaged
   – trying to undermine others work
The Power of Trust



             2006
                    The 5 Waves
1. First Wave – Self Trust: Principle of Credibility
       - Integrity – are you congruent?
       - Intent - what is your Agenda?
       - Capabilities – are you relevant?
       - Results – what’s your track record?

2. Second Wave – Relationships: Principle of Behaviour
    13 Behaviours: Talk straight, demonstrate respect, create
    transparency, right wrongs, show loyalty, deliver results,
    get better, confront reality, clarify expectations, practice
    accountability, listen first, keep commitments, extend
    trust: Create An Action Plan.
 Stakeholder Trust: 3 - 5 Waves
How to increase speed, lower costs and
maximize influence of your organization.
Third Wave – Organizational Trust
          - Principle of Alignment
Forth Wave – Market Trust
          - Principle of Reputation
Fifth Wave – Societal Trust
           - Principle of Contribution
1990 - Principle Centered Leadership
 • Stephen R. Covey                  The 4 Levels of Natural Laws
 •   “There are three constants in life…change, choice and principles. If you focus on
     principles, you empower everyone who understands those principles to act without
     constant monitoring, evaluating, correcting or controlling.”



 •   Personal – Trustworthy
 •   Interpersonal - Trust
 •   Managerial - Empower
 •   Organization - Alignment

 •   Personal – work on you = Trustworthiness – Character / Competence
 •   Interpersonal – relationships = Trust – communication / leadership
 •   Managerial – supervise = Empowerment – mission / greatest asset
 •   Organizational – performance = Alignment – buy into / creativity
Recent Newspaper Add
     I came for the job,
   I stayed for the team.

   New Challenges, New Horizons
         (Health Care)
Accelerating People
      1.   CARE
      2.    LISTEN
      3.    DO
      4.   SURPRISE
Which are good customer care attributes too.
Their future is bigger than your past!



     New expectations
     breeds new choices
              Inspired Leadership
    “Leadership is lifting a person’s vision to higher sights,
       the raising of a person’s performance to a higher
         standard, he building of a personality beyond
                             its normal limitations.”
                                   Peter Drucker (39 books)
                                    1909 – 2005 (age 95)


                            Focus on their strengths
-                           Then make high demands based
                            on a persons strengths
                            Periodically review their performance
                            Create workplace conditions
                            where employees can live up
                            to their potential
   5 Qualities To INSPIRE
         1.   Vision
         2.   Confidence
         3.   Action
         4.   Communication
         5.   Continuous Education
  Objective: Continue to create new
appreciation by and for your employees.
Developing Rapport
 Tell me about yourself...
  So I can learn how to
      motivate you!
              What Motivates?
•   Money
                                 Managers
•   Interesting Work
                           _______________________
•   Appreciation           _______________________
•   Job Security           _______________________
•   Being An Insider
•   Promotion                   Employees
•   Empathy for problems
                             _______________________
•   Working conditions
                             _______________________
•   Loyalty from company     _______________________
•   Tactful disciplining
              What Motivates?
•   Money
                                 Managers
•   Interesting Work
                           _______________________
•   Appreciation           _______________________
•   Job Security           _______________________
•   Being An Insider
•   Promotion                  Employees
•   Empathy for problems     * Appreciation
•   Working conditions       * Being an insider
                             * Empathy for problems
•   Loyalty from company
•   Tactful disciplining
What Motivates Employees To Stay
 Workspan Magazine: Feb. 6/08

  HR Executives          Employees

Management climate         Benefits
Supervisor relationships Compensation
 - people quit supervisors Growth &
Work environment           Earning Potential
How To Accelerate GEN Y

     S
     A
     M
Managers Don’t Manage People

They manage people’s behavior

   Managers shift behavior
   to improve productivity
S.A.M.
What Motivates? Working to your strengths

      Talent and Productivity
     Top 1% vs. Average Productivity
    Low Complexity                  The top performs 52 better
                                                      52%
                                         than the average.

   Medium Complexity                   The top performs85 better
                                                        85%
                                           than the average.

    High Complexity                                  127
                                   The top performs 127% better
                                         than the average.

            *Hunter, Schmidt, & Judiesch(1990), Journal of Applied Psychology, vol 75(1), p. 28-42.
Set High Expectations

  High achievement
  = high expectations

   General Norman Schwarzkopf
Appreciation Is Key

 “Make me feel important”.

        Mary Kay Ash, 1918 – 2001
        Founder, Mary Kay Cosmetics
Making a Difference
  “Treat people as if they were
      what they should be,
   and you help them become
what they are capable of becoming.”
           Johann von Goethe

         Empowerment!
Johann Wolfgang von Goethe
 “For a (man) to achieve all that is
demanded of him, he must regard
  himself as greater than (he) is”.

  1749 – 22 March 1832 was a German writer,
   "Germany's greatest man of letters, and the
     last true polymath to walk the earth”.
 S.A.M. Conclusion
If You Change Just One Thing,
   You Change Everything!
The Greatest Management Principle

       Things that get
  recognized and rewarded,
        get repeated!
             -Michael LeBoeuf

        -Reward Creativity!
       The Goal
   Empowerment Definition
Seeing the best in others, (& you)
helping them see it in themselves,
 and holding them accountable.
                          Invoke
                          Evoke
                          Provoke
        Cirque du Soleil’s mission is to invoke the imagination,
provoke the senses and evoke the emotions of people around the world.
    Guy Laliberté – Sept. Space Tourist, 19 shows,
1,000 artists, 4,000 employees from over 40 countries
Lesson From A Dragon
       Passion
  “If you don’t have
   passion, get out.”
                     Brett Wilson

      - Investing in people
      - “We can do more.”
Grow The Generations
   By Challenges
      You create high morale
 by creating an atmosphere of trust.

 How do you encourage an employee
  to accept greater responsibility?

    Constantly challenge them.
Ways To Support GEN’s
• Gives respect
   - value diversity, gender, sexual orientation,
     age, race, physical abilities, culture

• Communicates effectively
  - two way conversation get people to open up,
    it’s not just what you say, it’s how you say it

• Leads by example
  - change agent, practice what you preach

• Constant feedback and recognition
  - supportive and corrective feedback,
    ask: “What drives you crazy about the way I manage you?”
Building Your Leadership Bench
Empower in a timely way

Ensure everyone has the proper tools
and training to do the job

Create a “great place to work” culture

Is a coach, cheerleader and champion
Knowing The Generations
 Understanding is not
what makes the difference.

    You need to act
   on the information.
 The Power of 1% Excellence
   Excellence (Latin roots) “ex” meaning “out from”
            “cellere” meaning “rising”
Rising out from the original state of potentiality.

      Be the best you can be!
        - A rejection of the status quo
        - “Good Enough – Never Is!”


         Journey of a Lifetime!
 Love Your Job
      “Oh my God,
      I love my job”!

Find a job you love, and you
will add 5 days to the week!
   Speaker Information
Bruce Lee
Strategist, Productivity
Coach, Speaker, MC

(403) – 241 – 6212
BruceLeeSpeaker@shaw.ca
www.BruceLeeSpeaker.com
Evaluation Form
 or Business Card “All”

      Coaching follow up
 This session includes a one hour private
coaching call on the topic of your choice:
    ie: for clarification / recommendations.
Generations Article
There is an article on this topic
 available for your internal use
such as training or a newsletter.
Persistence - Don’t Give Up
  “Our greatest weakness lies in giving up.
       The most certain way to succeed
    is always to try just one more time.”
           -Thomas Edison 1847 – 1931



         Persistence Pays
  That last ditch effort can pay off
Take A Risk
      “The trouble is,
if you don’t risk anything …
     you risk even more.”
         - Erica Jong
   Measurement
 Resources to assist you
to develop your reputation.
   Talent and Productivity
  Top 1% vs. Average Productivity
 Low Complexity                  The top performs 52 better
                                                   52%
                                      than the average.

Medium Complexity                   The top performs85 better
                                                     85%
                                        than the average.

 High Complexity                                  127
                                The top performs 127% better
                                      than the average.

         *Hunter, Schmidt, & Judiesch(1990), Journal of Applied Psychology, vol 75(1), p. 28-42.
                                      Coaching Skills Self Assessment
Below are 20 characteristics employees have used to describe bosses they rate as effective coaches.
Rate yourself in terms of what you think your employees would say about you. Please be honest.
These answers are meant for your eyes only.
 SCORING KEY:
1. Rarely Displayed 2. Sometimes Displayed 3 Frequently Displayed 4. Usually Displayed 5. Almost Always Displayed
As a coach, I:
1. Capitalize on my employee’s strengths         1   2   3   4   5
2. Give my employees visibility                  1   2   3   4   5
3. Provide freedom to do their job               1   2   3   4   5
4. Set high standards of excellence              1   2   3   4   5
5. Orient employee to our company values
    and business strategies                      1 2 3 4 5
6. Hold employees accountable                    1 2 3 4 5
7. Protect employees from undue
    stress at work                               1 2 3 4 5
8. Encourage employees when he/she is
    discouraged or about to undertake
    new or difficult assignments                 1 2 3 4 5
9. Provide information about the
    company and the employee’s role in
    the attainment of company goals              1 2 3 4 5
10. Make performance expectations and
     priorities clear                            1 2 3 4 5
11. Take the time to build trust                 1 2 3 4 5
12. Provide appropriate training and
     support when needed                         1 2 3 4 5
13. Solicit and really listen to their ideas     1 2 3 4 5
             Complimentary Resources
    Complimentary Articles:
•   1. Conflict Resolution (Winning With Difficult People)
•   2. Personality Styles Matrix - details of #1 personalities D.I.S.C.
•   3. How To Remember Names
•   4. Meetings That Count (productive meetings)
•   5. Top 100 Canadian Companies Compensation Incentives
•   6. Compensation Incentives - Oil & Gas / Energy / Engineering Companies
•   7. Corporate Retention Strategy #1 – Trust
•   8. Working With Generation Y Employees
•   9. Recommended Reading / Listening / Viewing
•   10. What The Best CEOs Know (book review)
•   11. Time Management Templates (supported by #21)
•   12. Time Management Strategies & 50 Time Saving Tips
•   13. Poque’s Tech Tips For The Basic Computer User
•   14. Famous Left Hander’s of The World
    Complimentary Tests
•   15. Rating Your Soft Skill Leadership Attributes
•   16. Leadership Empowerment Survey
•   17. COACH – Coaching Skills Self-Assessment
    Unique:
•   18. I would like to receive your monthly newsletter.
•   19. Inspirational Singing Keynotes: www.tonimcmillanlee.com
•   20. Information on 20/20 Skills Assessment (the right person in the right position)
•   21. Information on Strategic Pathways: Daily Ongoing Coach/Career Success System
•   22. This Power Point presentation (more content and support material)
Book Of The Month
        Global Perspective
      “The World Is Flat” 2005
A Brief History of the Twenty-First Century
         by Thomas L. Friedman
        www.thomaslfriedman.com
        “Hot, Flat and Crowded”
       Why we need a green revolution….
   “Longitudes & Attitudes” 2002
 “The Lexus and the Olive Tree” 2000
      Great Insights
His 9 C’s of Leadership

“You don’t get anything
by standing on the
sideline waiting for
somebody else to
take action.”

                          Integrity
                               Coaching Skills Self Assessment
Below are 20 characteristics employees have used to describe bosses they rate as effective coaches. Rate yourself in
    terms of what you think your employees would say about you. Please be honest. These answers are meant for your
    eyes only. SCORING KEY: 1. Rarely Displayed 2. Sometimes Displayed 3 Frequently Displayed 4. Usually
    Displayed 5. Almost Always Displayed
As a coach, I:
1. Capitalize on my employee’s strengths           1   2   3   4   5
2. Give my employees visibility                    1   2   3   4   5
3. Provide freedom to do their job                 1   2   3   4   5
4. Set high standards of excellence                1   2   3   4   5
5. Orient employee to our company values
    and business strategies                        1 2 3 4 5
6. Hold employees accountable                      1 2 3 4 5
7. Protect employees from undue
    stress at work                                 1 2 3 4 5
8. Encourage employees when he/she is
    discouraged or about to undertake
    new or difficult assignments                   1 2 3 4 5
9. Provide information about the
    company and the employee’s role in
    the attainment of company goals                1 2 3 4 5
10. Make performance expectations and
     priorities clear                              1 2 3 4 5
11. Take the time to build trust                   1 2 3 4 5
12. Provide appropriate training and
     support when needed                           1 2 3 4 5
13. Solicit and really listen to their ideas       1 2 3 4 5
Thank you for
 being here!

				
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