the best teams hold themselves accountable marie girulat assistant director, san diego

The Best Teams Hold Themselves Accountable

Marie Girulat

Assistant Director, San Diego

San Diego

78,000 child support cases ✷ 6% of the statewide caseload

Budget✷ $53 million

Staffing✷ 471 FTE• Executives - 5 • Managers - 30• Supervisors - 70

Performance Feedback Meetings

Role of Supervisor Role of staff person Quarterly meetings Discussion

✷ Accomplishments✷ Strengths✷ Difficulties✷ Development

Collaborative Conversations

The Exchange ✷ Role of Supervisor✷ Role of staff person✷ Process• Private meetings• Issues list• Joint meeting• Problem solving

DISC styles

DISC Styles

✷ Why ✷ Who✷ How

DISC styles

Speed of Trust – Why?

Improved Collaboration Stronger Partnering Enhanced Innovation Better Execution Heightened Loyalty Focus on a high-trust culture that

will increase the speed and quality of work at DCSS.

Speed of Trust

Quantitative Impact of Trust:Speed and Cost

Qualitative Impact of Trust:Energy and Joy

Trust Tax

Low trust slows down your success

Trust Dividend

High trust is an enabler of results – a performance multiplier.

Speed of Trust

“As trust is manifest in each successive wave, the effect of trust becomes cumulative and exponential.”

—Stephen M. R. Covey

The 4 Cores of Credibility

The 4 Cores of Credibility

13 Behaviors of High Trust

13 Behaviors of High Trust

Use the 13 Behaviors to . . .

• Help leaders/teams/employees work through high-tension situations

• Facilitate discussion around undiscussables

• Create awareness of counterfeit behaviors - and how they undermine performance

• Build skill to increase employee engagement

• Raise the behavioral standard in the culture

The Speed of Trust provides a:

Framework for thinking about trust . . .

Language and skills to speak about trust . . .

Disciplined Process for doing something

about trust.

Speed of Trust in Action

Keeping it alive…..

• Employee feedback meetings• Performance appraisals• Sharing information• Weekly Integration Meetings• Executive Panel Discussion

Speed of Trust

Video

Marie Girulat

(619) 578-6200

marie.girulat@sdcounty.ca.gov

The Best Teams Hold Themselves Accountable

Jill Francis

Acting Director, Marin

Ugh! Now that we’ve got that out of the way…

If you are the one that has to settle every disagreement between members of your

team, you are part of the problem.

(shake it off… you are not alone)

What can I do about it?

If you find yourself in a hole, the first thing to do

is to stop digging!

--Roy Rogers “Cowboy Proverb”

Warren Buffet

Decide where you want to be

The Best Teams:

• are motivated

• share a common purpose

• know what to do

• share the credit and the struggles

• care about each other

• are creative, innovative, energetic

• win!... (over and over again)

• have fun

Building Trust

Vulnerability is the birthplace of innovation, creativity, and change.

-- Brene Brown

Speed of Trust – Why?

Improved Collaboration Stronger Partnering Enhanced Innovation Better Execution Heightened Loyalty Focus on a high-trust culture that

will increase the speed and quality of work at DCSS.

Honest Feedback Builds Trust

The biggest cowards are managers who don’t let people know where they

stand.

-- Jack Welch

Simon Sinek and The Golden Circle

Focus!

The enemy of the great is the good.

There will always be more good ideas than there is capacity to

execute.

-- Chris McChesney

Intrinsic Motivation

We as people have a deeply human need to direct our own lives, to learn and create new

things, and to do better by ourselves and our world.

-- Daniel Pink

Choose Measurements Carefully

The drive to win is not, per se, a bad thing. Problems arise however,

when the metric becomes the only measure of success.

-- Simon Sinek

The Best Teams Have Great Leaders

Before you’re a leader, success is all about growing yourself.

When you become a leader, success is all about growing others.

-- Jack Welch