briding the gap between people and possibilites
TRANSCRIPT
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Bridging the Gapbetween people and possibilities
Jim Haudanauthor of The Art of Engagement
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The future belongs to those of us who see the possibilities before they become obvious.Trend
Business
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“The future ain’t what it used to be.”– Yogi Berra
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“You can observe a lot,just by watching.”
– Yogi Berra
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Executiontrumps strategy
Senior leaders aren’t clear or alignedon the strategies they create
Managers struggle to interpret the strategies they are being asked to
translate for their people
Individuals are often clueless on how they connect to the
strategies presented to them
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What does your
CANYONlook like?
90% of all strategies aren’t well executed.Source: Robert Kaplan
and David Norton
70% of employees do not consider
themselvesactively engaged.
Source: Gallup
Cost to U.S.economy:
$370 billion in lost productivity.
Source: Gallup
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Six ways to “make it real”To grow companies and to grow people, you must:
1. Embrace Reality
2. Common Mental Models
3. Own the Whole Before Your Piece
4. “ON the Business” vs. “IN the Business”
5. Make It Personal
6. Get Everyone into the Game
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Change and growth can occur naturally if we have an honest assessment of
where we are… and a clear picture
of where we want to go.
Embrace Reality
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Unfortunately, most organizations are
not honest or clear as they approach strategy execution.
Embrace Reality
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Realism is at the
heart of execution.
Embrace Reality
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Truth-telling as a
core competency
Embrace Reality
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3 places we tell truth
Embrace Reality
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Embrace Reality
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The Art of the Watercooler
Embrace Reality
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Embrace Reality
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Embrace Reality
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Wall of Reality
Embrace Reality
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Leaders
aren’t clear or alignedon the strategies they create
and the need to shiftto shared meaning.
Common Mental Models
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What do you think of when I say the word…
Embrace Reality
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Common Mental Models
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Our Bears?
Our Polar Bears?
Common Mental Models
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The Key Mental Model for Strategic Change
Why – Big Picture, What – Strategy, How – Bring It to Life
Common Mental Models
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Give up something before
you get anything back.
Own the Whole Before Your Piece
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Own the Whole Before Your Piece
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Own the Whole Before Their Piece
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Own the Whole Before Their Piece
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The commonly reoccurringinsight is that when
ON the business becomes uncomfortable,
leaders flee the discomfort for
IN the business activities that they have mastered.
“On the Business” vs. “In the Business”
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“ON the Business” vs. “IN the Business”
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75%–25%
“ON the Business” vs. “IN the Business”
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Your behaviors become the pace car for
growth and change by being what you expect in others.
Make It Personal
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The first story of change and coaching your people to change is a story of empathy…not what you need them to do different
NOW!We have had far too many edicts, proclamations, and declarations that THE trains are leaving the station, people are leaving for the new destination and we have burned the docks so there is no going back…
The threats of “get on board or ELSE” rarely do anything but get people to lie lower, become more tentative, and stay away from boats, trains, and company buses.
Make It Personal
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Making It Real for You:• Not fleeing the discomfort but embracing the discomfort
• Hug the indignity
• Celebrate the clumsy
• Dumbass is leading change
• Letting go is not easy – as a matter of fact holding tighter is the most common response
• Remember the beginner’s mindset – change is beginning again
• The early stages of any significant new learning invoke the spirit of the fool…your first few dives are likely to be belly flops and will draw attention from everybody at the pool.
Make It Personal
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This includes
giving up the controlthat is all about your old sense of self-worth and value.
Make It Personal
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Be the change you expect in others with this exception…
• Go first faster
• Be more vulnerable
• Make it more personal
Make It Personal
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Getting Everyone into the Game
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Thank you
www.rootsofengagement.com