successorizing your values

7/27/2019 Successorizing Your Values

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Successorizing your Value inthe Workplace

International Educators Conference on Successfully Implementing Multiple

Intelligences and Learning Styles in the K-12 Instructional Program

Aklan State University, Banga, Kalibo, Aklan

May 23-25, 2013

Henry S. Tenedero, AIM MDM

Thematic Facilitator


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Why Manage Change? Repercussions of poorly managed change:

Resistance and negativity Loss of focus on current workresponsibilities

Employee turnover

Morale problems (more sick leave,more not my job attitude, etc.)

Obstacles to implementation

appear

Loss of reputation/failure asa leader

Collaboration Works, Inc.

-Karen Hannan


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Key Change Ideas

Senders and receivers

Resistance and comfortAuthority for change

Value systems

Incremental or radical change implications Right answers are not

enough

Change and transition areprocesses

Collaboration Works, Inc.-Karen Hannan


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Change Ideas:Senders and Receivers

Senders: Discuss issues and rationales for needing to change

(focus on organizational needs)

Receivers: Hear they will be impacted and wonder in what

ways (focus on own needs)

Influenced by personal/home relationships,

other career plans, past experiences with

change, trust or respect in sender, etc.


-Karen Hannan


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Change Ideas:

Resistance and Comfort

Resistance (and comfort with current state) Natural/normal response to change fear of unknown

and uncertainty of success

Thresholds for absorbing change influenced by: Personal history

Current events in personal life

Current changes in work

How much other change isoccurring


-Karen Hannan


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Change Ideas:

Authority for Change

Change implementation requires astrong sponsor

Employee resistance increases asauthority and support for changedecreases

Maintenance of active support iscritical throughout the change process


-Karen Hannan.


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Change Ideas:

Value Systems

Value systems of the organization

Shift in education toward teacher

accountability, shared decision-making,teams

Accompanying attitude shiftfrom Just

tell me what to do to Why are we doingthis?


-Karen Hannan


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Change Ideas:

Incremental vs. Radical Change

Scale of change management

activities affected by speed and

significance of change

Must assess kind of change as part

of change management planning



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Change Ideas:

Right answers are Not Enough

Ignores reality that people have emotional

experiences during transition

Insistence on we know whats best or otherforcing of solutions on people stimulates

resistance

Stakeholders require opportunities to beheard and to give input (as early as possible)


-Karen Hannan


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Change Ideas:Change is a Process

Present

Where youre headed


-Karen Hannan

Awareness ReinforcementTime


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Change Idea:Transition is a Process

Process for Individual Change: ADKAR

Awareness of need for change

Desire to participate and support the

change

Knowledge about how to change

Ability to implement new skills and

behaviors

Reinforcement to keep the change in place


-Karen Hannan


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Individual Transitions

Different people will go throughdifferent phases of transition at

different speeds

Awareness

Awareness

Awareness

Awareness

Desire

Desire

Desire

Desire

Knowledge

Knowledge

Knowledge

Knowledge

Ability

Ability

Ability

Ability

Reinforcement

Reinforcement

Reinforcement

Reinforcement


-Karen Hannan


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Implications of ADKAR

Change and transition can not be dealt withas a single announcement or meeting

Individual change management must be

customized Generic, organization-wide processes that

treat everyone the same will not be effective

Care must be taken to match project changephases with people change phases


-Karen Hannan


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UnsuccessfulChange

Implications

Need perceived

Concept & design

Implementation

Post-

Implementation

SuccessfulChangeUnsuccessful

Change

-Karen HannanCollaboration Works, Inc.


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Strategies for Success

Help individuals manage their owntransitions

Focus conversations target these to

where people are in the transition process Diagnose gaps gather input from people

about whats working, whats not and where

they are in the process Respond to issues actively


-Karen Hannan


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Valuing Self andValuing Others


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Self-Concept

Self-Concept- totality of all your thoughts and feelingswith reference to yourself. It is the foundation on whichalmost all your actions are based. Your cognitive awareness of who you are

How accurate are we in our assessment of self?

Four Developmental Areas of Self Physical Self

Mental Self

Emotional Self

Social Self

Spiritual (added)

-Googled, Searched, Assembled, andDelivered for ONL.


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Self-Esteem

Self-Esteem- the overall value or worth that weplace on ourselves. Global- overall self-evaluation

Like Self-Concept it is Based on Internal and ExternalSources

Effects of Self-Esteem Academic Performance

Emotions and Behavior (depression & drug use)

Relationships (Closeness)

Career Success



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Nature vs Nurture

What Makes You The Way You Are?

Nature- we are what we are based on our biology

Nurture- we are what we are based on the manner in which

the environment shapes and molds us.

Nature vs Nurture (heritability is .50)

System or Reciprocal Relationship (consider biological-

cellular level).

-Googled, Searched, Assembled, and

Delivered for ONL.


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Personality

Personality- a stable or long enduring pattern ofthinking, feeling, and behaving.

Five Perspectives of Psychology

1) Psychodynamic2) Learning/Behavioral

3) Humanistic

4) Biological

5) Cultural



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Otheresteem: Building Relationships

by Valuing Others

Otheresteem

is a word to describe the value you have ofanother person and the feeling that that viewbrings out in you. Its begins by takingresponsibility for the quality of the relationshipsyou have with others.

-Othersteem

Monica Diaz



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Otheresteemis a practice that

involves four behaviors:


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Acceptance:

Valuing others for who they are now. Not

trying to change them, but to understand

them.


Delivered for ONL.


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Expectation:

Valuing others not just for what

they are, but for what you know

they can be



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Gratitude:

Feeling and demonstrating gratitude for therelationship you have with another is a natural

result of acceptance, appreciation and

expectation. As with appreciation, being grateful

for my relationship with you does not mean Iapprove of your every move. It means I have

become wise enough to find some small jewel in

this exchange.



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7 specific waysto value others.



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1. Genuinely care for more than what

they can offer you and/or your

organization

Many leaders view at people as assets. Theyrelate to people in terms of what they do for

me. While it may be natural and typical for anemployee/employer relationship, its notbeneficial. Value is communicated when yougenuinely care for people as human beings andnot human doings (and what they can do for youto help you build your kingdom).



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2. Give feedback

As a leader, your constructive feedback is vitalto an individual feeling valued. Most followers

are desperate for validation and they want to be

recognized for their contribution. Theyll follow,

work and give their heart if they feel like theyrefollowing someone who cares enough about

them to give them feedback about their

contribution.


Delivered for ONL.


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3. Affirm,affirm, affirm

This should go without saying, and

unfortunately, many times it does. I know

leaders will say, He knows hes important to

me. Really? When was the last time you toldhim? It ought to be often! This is such a basic

principle that its almost embarrassing to write,

but I find it so rare in leaders that its worth

mentioning and repeating.



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4. Take interest in their interests

I have a friend who has worked for and traveledwith his boss for several years and his bossnever asks him personal questions. My friendsaid, Youve asked me more about myselfduring this lunch than hes (my boss) asked me

in 5 years. Sad. If I know youre interested inme, and I know you care then I know that Immore than a pawn in your strategy to moveforward. Your interest beyond the jobcommunicates value.



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5. Do the little things

The people who work for and/or serve you (oryour ministry) have real lives outside of the job.When you acknowledge that reality youcommunicate value. Its the little things that send

a big message: a card on their birthday,remembering their kids names, sending thespouse a gift (flowers or gift certificate) whenyouve asked above and beyond from theirspouse, an invite to share a meal with no-

agenda, an occasional I appreciate youletter/gift, etc Little actions are a big deal!



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6. Give them access to your life

All of these ideas communicate something more than an

employer/employee relationship. Typically, those whofollow you, if they feel cared for by you will also want tospend time with you away from the office/ministry. Whenyou do life with others and invite them into your worldyou once again communicate that life is more thansimply working on your agenda. Whether its sharingmeals together, going jogging together, watching TV orsporting events togetherthe key word is together andit screams, I value you and our relationship



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7. Make efforts to maximize strengths

Great leaders are always looking to develop others.

Selfish leaders look to people to better develop, enhanceor promote themselves. You make a huge statement ofvalue when you seek to maximize the skills, gifting andstrengths of the individual you are leading. The spokenand unspoken question is, How can I help you maximizeyour gifts so youre most satisfied? The answer to thatquestion may lead to a place where you lose thatpersons service to you. While that reality may not be thebest result for you, its the best for the individualandthats the essence of value.



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Work Values


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Top 10 Values EmployersLook for in Employees.



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1. StrongWork Ethic

Employers value employees who understand

and possess a willingness to work hard. In

addition to working hard it is also important to

work smart. This means learning the most

efficient way to complete tasks and finding waysto save time while completing daily assignments.



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2. Dependability and Responsibility

Employers value employees who come to work

on time, are there when they are suppose to be,

and are responsible for their actions and

behavior. Its important to keep supervisors

abreast of changes in your schedule or if youare going to be late for any reason.



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3. PossessingaPositive Attitude.

Employers seek employees who take the

initiative and have the motivation to get the job

done in a reasonable period of time. A positive

attitude gets the work done and motivates othersto do the same without dwelling on the

challenges that inevitably come up in any job.



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4. Adaptability

Employers seek employees who are adaptable

and maintain flexibility in completing tasks in an

ever changing workplace.



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5. Honestyand Integrity

Employers value employees who maintain a

sense of honesty and integrity above all else.

Good relationships are built on trust. Whenworking for an employer they want to know that

they can trust what you say and what you do.



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6. Self Motivated

Employers look for employees who require little

supervision and direction to get the work done in

a timely and professional manner.



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7. to Grow & Learn

In an everchanging workplace, employers seek

employees who are interested in keeping up

with new developments and knowledge in the

field.



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8. StrongSelf Confidence

Self-confidence has been recognized as the key

ingredient between someone who is successful

and someone who is not. A self confidentperson is someone who inspires others.



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9. Professionalism

Employers value employees who exhibitprofessional behavior at all times. Professionalbehavior includes learning every aspect of a job

and doing it to the best of ones ability.Professionals look, speak, and dress accordinglyto maintain an image of someone who takespride in their behavior and appearance.



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10. Loyalty

Employers value employees they can trust and

who exhibit their loyalty to the company. Loyalty

in the workforce has taken on a new meaning.

Gone are the days when employees plan onstarting out and retiring with the same company.

It is said that most people will hold between 8

12 jobs throughout their career. What does this

mean in terms of loyalty in todays workforce?



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Developing Positive andProductive WorkAttitude


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The IceBerg



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How much do you see of an

Iceberg?

Only 10% of an

Iceberg is

Visible. The

remaining 90%

is below sea

level.



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Human Beings


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Benefits of Positive Attitude

The Individual Increases Creativity

Reduces stress Career success

High productivity

Improves interpersonal relationships

Is energizing



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The Organization

Fosters teamwork Solces problems

Makes for Congenial Atmosphere

Increases Productivity Breeds Loyalty

Reduces Stress



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Effects of Negative Attitude on

the organization

Low productivity

Low morale

Co-worker conflicts

Scares of customers

Poor quality work



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Effects of Negative Attitude on

the Individual

Self doubt

Poor self esttem

Increases stress

Bitterness

Resentment

Poor Health



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Strategies to Develop aPositive Mental Attitude


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1. Use Positive Self-talk

Whats self talk? Its that constant chatter that

goes on in your head every day. From this

chatter you form opinions and decide what youcan and cant do.



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2. Ask Yourself Whats good

about this?

Sometimes its easy to only see the negative in

your daily events but its more important to see

what good you can glean from a situation.



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3. Use Daily Positive Affirmations

Affirmations are things that you say to yourself

on a regular basis. A daily positive affirmation

might be something like I totally and

unconditional love and accept myself just theway I am.


Delivered for ONL.

4 R d Y St


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4. Reduce Your Stress

High levels of stress can make almost anyone

think negatively. This can be a real problem if

you lead a high stress life because thesestressful situations can seem normal for you.


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5 Take Some Time to Think


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5. Take Some Time to Think

Often times your mind takes what seems to be anegative situation and runs with it. This can lead

to saying things you later regret. Instead of

letting your mind get carried away by a negative

situation, choose to give yourself time to thinkabout the situation before speaking your mind.


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Steps to Developing a Positive and


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Steps to Developing a Positive and

Productive Work Attitude

Think positive

Develop Can do attitude

Do not Complain

Keep Positive thinking friends Be appreciative

Control your Frustration

Live in the Present


Delivered for ONL.


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How to Have a

Good Attitudeat Work


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2 A t i t d f ti


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2. Act instead ofreacting

Don't wait until something bad happens then try

to deal with it. Be proactive and make something

good happen. You are responsible for what you

make of the life you have, and you only have

one, so don't waste it. Create the best life youpossibly can, one day at a time.


3 B li th t h t i


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3. Believe that each moment is

perfect regardless of its outcome.

Bad things happen. That is a fact of life. but that

doesn't mean you have to allow it to drag you

down. Good can come from everything, nomatter how bad it may be at the time. Learn to

open yourself up to learn from, and gain strength

from, the bad things that happen in your life.


4 Learn to always be grateful


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4. Learn to always be grateful

It's a well-known fact among successful peoplethat having gratitude will get you more than

never being satisfied. There's nothing wrong

with having dreams and goals and desiring more

out of life, but don't forget to be grateful for what

you have already. Gratitude attracts positive

energy.


5 S i t it th t


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5. Seizeevery opportunity that you

can

Now, whatever you do, don't put yourself in the

poorhouse or take food out of your childrens'

mouths, chasing every get-rich-quick scheme

that comes around the corner. But don't beafraid to take opportunities that feel right either.

Successful people have taught themselves to

have a sixth sense when it comes to taking

advantage of new opportunities


6 Al k f


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6. Always keep your sense of

humor

People like to be around those who find humor

in even the most awkward moments. Learn to

laugh and you will be more positive, especiall if

you can learn to laugh at yourself. don't take

yourself, or life, too seriously. Life is much too

short to waste it moping around in self pity.

Humor is very attractive. A positive attitude canbe born from a strong sense of humor.



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Characteristics of

Good and Productive

Employees


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1. COMMUNICATION SKILLS.

As Albert Einstein said, If you can't explain it

simply, you don't understand it well enough.

Whether youre leading a team, managing

clients, or training a new hire, the ability tocommunicate clearly and concisely is an

absolutely essential skill.


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3 PROBLEM SOLVING


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3. PROBLEM-SOLVING.

Thinking outside of the box is really nothing

more than creative problem solving the ability

to arrive at new solutions by looking beyond

obvious or traditional approaches. As designer

Michael Beirut taught us at the inaugural 99UConference: The problem contains the

solution.In this way, successful creatives dont

see problems as problems at all they see them

as opportunities.


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http://99u.com/videos/6056/michael-bierut-5-secrets-from-86-notebookshttp://99u.com/videos/6056/michael-bierut-5-secrets-from-86-notebookshttp://99u.com/videos/6056/michael-bierut-5-secrets-from-86-notebookshttp://99u.com/videos/6056/michael-bierut-5-secrets-from-86-notebooks


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4 RISK TAKING


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4. RISK-TAKING

Being open to risk (and thus failure) is crucial.We can only truly learn and develop when wepush ourselves outside of our comfort zones.

According to choreographer Twyla Tharp, "If youonly do what you know and do it very, very well,chances are that you won't fail. You'll juststagnate, and your work will get less and lessinteresting, and that's failure by erosion.

successorizing your values

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