The Leader of the Future

Why should I listen to you?

100+ a year since 1989

300+ in 19 years

90+ in 19 years

“Simplicity is the ultimate sophistication” Leonardo da Vinci

74%23,000,000

88%

High Potential / High Performance

Abbott, GE, Merrill Lynch, Microsoft, IBM, Apple, State Farm, Mayo Clinic

The Seven C’s of Leadership

1. Character2. Courage3. Communication4. Collaboration5. Competency6. Compassion7. Contribution

Character

The Leadership Challenge by Kouzes and Posner

I want a leader who will:

Tell me the TRUTH. Has a clear vision for

where we are going. Has the skills to get

us there successfully. And is excited about

going with me.

Courage

TO THINK BIG TO BE BOLD

To speak the TRUTH TO MAKE GREAT THINGS HAPPEN

To be… Vulnerable

Ask GREAT questions…

Communications

and LISTEN!

SMART Communications

DialogueAvoid Attack

Competence

RespectDis-trust

Affection TRUST

HIGH

LOW

LOW HIGH

Concern

The 4 Cs of TRUST

“I am good at what I do… and I do it because I

care about you.”

Collaboration

Anne MulcahyCEO of Xerox and the third most powerful woman in the world!

1. Build a network of great relationships with people who want to see you succeed.

2. You don’t have all of the answers, so ask for help and advice from the smartest people you can find.

3. Learn to be a learner.

4. Listen intently to your employees and to your customers.

Some really great advice…

Competency = a commitment to LLBooks

Book summaries

Audio books

Audio book summaries

Training DVDs

Seminars

i-Tunes U

Pod casts

Blogs

TED.com

BigThink.com

Business Acumen

Personal Experience

Pattern Recognition…

Strategic Insight

Disciplined Execution

Focus me

Know me

Care about me

Hear me

Help me feel proud

Equip me

Help me see my value

Help me grow

Help me see my importance

Compassion

Gen X Y and C/Z

RespectFreedom

Life-balanceAccomplishment

AppreciationMeaning

Contribution

Detroit - 2011

27% ---- 50%

1,000+ @ $1

Closed 44 schools

33,500 empty houses

91,000 vacant lots

1994

Profits = $13.9 Billion

WITH GREAT POWER COMES GREAT

RESPONSIBILITY(remember… they follow YOUR lead!)

Workshop

• Carefully read pages 6 – 24• Take you time doing the

work shop on page 25/26.

To create a highly accountable culture…

• Communicate clearly and relentlessly.• Set agreed-upon and highly specific metrics.• Focus on results – not personalities.• Force collaboration – teamwork is mandatory

not optional.• Question all activities that don’t contribute to

the company’s overall strategic goals.• Make sure that everyone in the organization –

from top to bottom – focuses on accountability.

• Solid strategy is essential to business success.• However, good strategic principles mean nothing if you don’t implement them.• Thorough preparation is essential to execution.• Simplicity is the foundation of execution. Thus you should focus your business on a few simple ideas.• Align all activity with your core business goals. Eliminate everything else.• People drive execution. Hire, train, retain and motivate the best.• The business landscape is always changing, so to succeed you must be flexible.• Craft a simple message, and make sure everyone in the organization gets it – but also listen to everyone, so you know what’s going on.• Being good isn’t enough. Build “towering strengths.”

Sun Tzu on Business Execution

Where are we going + how will we behave on the way?

FocusDifferentiation“No”

Stakeholders + guiding collation

Vision + ValuesStrategyPlansGoals / ObjectivesTactics / Actions

Procedures / ProtocolsRepeatable ProcessClear / consistent / relentless

Training +time / money /

supplies / people

Measure / TrackCommunicate

Transparency Renewal

Praise + Celebration and

Eliminate Mediocrity

Obstacles to Execution

1. There is a real void of clear, direct and understandable communication. This results in people doing what they want to do, not what they need to do and breeds a climate of not caring about the customers/clients or their colleagues.

Poor Communication

2. Dysfunctional behavior is accepted or ignored and worse yet, colleagues, management reward it.

Poor Behavior

3. There is no definition of what is acceptable and what is unacceptable.

Lack of Clarity

4. Management does not promote and confirm that accountability is a key principle within their company.

Lack of Accountability

5. Good people may leave because of frustration that their employer is ignoring the issue and is not proactive in seeking and implementing a solution to change the environment.

Loss of Talent

6. Employees will believe that if their managers do not show that accountability is important, then employees will know that they can get away with unacceptable behaviors.

Lack of Leadership

Accountability

• 100% Clarity

• Agreement

• Tracking

• Coaching

• Reward / Punishment

Clear Direction

No

Yes

Explain the Task

Agreement

Gain Agreement

Skills

Yes

No

Training

Resources

Yes

No

Get them theResources

Authority

Yes

No

Empower Them

Motivated

Yes

No

Coach Them

PerformanceImprovement

Yes

No

Clarity

The Four Pieces of Paper…

Agreement

Drone Scapegoat

OwnershipMentality

LooseCannon

HIGH

LOW

LOW HIGHAccountability

Empowerment

Keep a Compelling Scoreboard• It has to be simple• It has to be visible to the team• The has to show all key metrics• It has to tell you

immediately if you are winning or losing!!

Tracking

MPS Margin Per Sale

Talent

Customer Service

Customer Retention

Create a “Dashboard” of all key measures

Coaching

Situational Leadership

LOW

LOW

HIGH

HIGH

Skill

Final Workshop• What are the top THREE things you

must do right away to dramatically increase the level of disciplined execution and accountability in your organization?

If you have any questions at all please do not hesitate to send a note or call. My email address is: john@johnspence.com

My twitter address is: @awesomelysimple

Please connect with me on LinkedIn

Also, you might find value in the ideas I share in my blog. You can sign up for it at:www.blog.johnspence.com

Lastly, these slides have already been uploaded to:

www.slideshare.net/johnspence

Thank You