douglas school district administrative council
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Douglas School District Administrative Council
Happiness does not arise from the achievement of a given purpose, but from
the sense of purpose itself.
Jonathon HaidtThe Happiness Hypothesis
Happiness is dancing a polka.
To share information about leadership and change
Michael Fullan Patrick Lencioni
What do the best leaders do
to help their organizations survive and
thrive?
Why do teams often struggle?
1. Love Your Employees
2. Connect Peers with Purpose
3. Capacity Building Prevails
4. Learning is the Work
5. Transparency Rules
6. Systems Learn
1. Absence of Trust
2. Fear of Conflict
3. Lack of Commitment
4. Avoidance of Accountability
5. Inattention to Results
The Six Secrets of Change The Five Dysfunctions of a Team
secrets which are hard to grasp in their deep meaning and
difficult to act on in combination
1. Love Your Employees
George McGregor (1960)
The average human being has an inherent dislike of work and will avoid it if he or she can.
Because of their dislike for work, most people must be controlled and threatened before they will work hard enough.
The average human prefers to be directed, dislikes responsibility, is unambiguous, and desires security above everything else.
If a job is satisfying, then the result will be commitment to the organization.
The average person learns under proper conditions not only to accept but to seek responsibility.
Imagination, creativity, and ingenuity can be used to solve work problems by a large number of employees.
Theory X Assumptions Theory Y Assumptions
The world has become too complex
for any theory to have certainty.
No stakeholder is more important thanany other.
Create emotional value, experiential value, social value, and financial value.
Firms of Endearment?
Fair Treatment
Enabling Achievement
Camaraderie
Only 14% of organizations had an “enthusiastic workforce”.
(3/4 of employees rating the company high on all three dimensions)
1. Love Your Employees
Create conditions for them to succeed. Find ways for them to simultaneously fulfill their
own goals and the goals of the organization. Help them to feel proud of the organization, to
find their work exciting, to feel that they are treated with dignity, and to believe they are part of a valuable and creative effort larger than themselves.
Building Trust
Too Tight-Too Loose Dilemmas
Social and Intellectual Glue
Lateral Capacity Building
2. Connect Peers with Purpose
Beware of Groupthink
Groupthink
A type of thought exhibited by group members who try to minimize conflict and reach consensus without critically testing, analyzing, and evaluating ideas.
Mastering Conflict
Artificial Harmony Mean-Spirited
Personal Attacks
Constructive Destructive
Ideal Conflict Point
Commitment is about a group of intelligent, driven
individuals buying into a decision precisely when they
don’t naturally agree. In other words, it’s the ability to
defy a lack of consensus.
3. Capacity Building Prevails4. Learning is the Work
Capacity building trumps judgmentalism.
Why would great people want to work here?
Hire potential and cultivate talent.
Successful organizations mobilize themselves
to be “all over” the practices that are known to make a
difference.
Successful organizations diligently and consistency apply what they
know, while seeking equally how to get better at what they do.
Successful organizations achieve this consistency and innovation
through deep learning in context.
In other words, learning on the job,
day after day, is the work.
5. Transparency Rules
What is meant by transparency?
Openness About Results
Transparency Rules
1. It rules whether we like it or not.2. It is a good thing, on balance.3. It is an effective tool for improvement.4. It offers credibility.
Accountability is the willingness of team members to remind one another when they are not living up to the performance standards of the group. (aka Entering the
Danger)
Focusing on Results
Establish a Scoreboard Distraction # 1: Ego Distraction # 2: Career
Advancement Distraction # 3: Money Distraction # 4: “My”
department
6. Systems Learn
Focus on developing many leaders working in concert, instead of relying on key individuals.
Enact the first five secrets. Be humble because, no
matter what you do, you cannot guarantee a successful future.
Probably the two greatest failures of leaders are indecisiveness in times of urgent need for action
and dead certainty that they are right in times of complexity.
Guidelines for Action
1. Act and talk as if you were in control and project confidence.
2. Take some credit and some blame.3. Talk about the future.4. Be specific about the few things
that matter and keep repeating them.
Wisdom: The ability to act with knowledge, while doubting what
you know.
Douglas School District Administrative Council
What’s your secret?
People refer to gurus because they don’t know how to spell charlatan.
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