the dream team: managing for outcomes presented by: molly arnold, director of admissions
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The Dream Team: Managing for Outcomes Presented by: Molly Arnold, Director of Admissions Illinois State University [email protected] Wayne Sigler, Director of Admissions University of Minnesota-Twin Cities [email protected]. Session Themes. - PowerPoint PPT PresentationTRANSCRIPT
The Dream Team:
Managing for OutcomesPresented by:
Molly Arnold, Director of Admissions
Illinois State University
Wayne Sigler, Director of Admissions
University of Minnesota-Twin Cities
Session Themes
Helping managers shift from process-centric to results oriented operations
Helping staff thrive in the Age of Outcomes
Tri-O Management System
In the Age of Outcomes, the Tri-O Management System guides a major organizational and program paradigm transformation from a process and activity orientation to one that is focused on consistently achieving
the outcomes that stakeholders value and expect
Tri-O Compass
Purpose: Provides clear organizational direction
Outcomes: Gets everyone in an organization moving in the
same direction to consistently achieve the outcomes its stakeholders value and expect
A common culture developed through a shared philosophy and values
“If you want to build a ship, don’t drum up the (people) to go to the forest to gather wood, saw it, and nail the planks together. Instead, teach
them the desire for the sea.”
Antoine de Saint-Exuperey(quote slightly modified)
Basic Assumptions of the Tri-O Management System
Tri-O is stakeholder-focused and outcome-oriented
People are a program’s most precious resource
Individuals must produce specific, measureable outcomes
Basic Assumptions of the Tri-O Management System
There must be accountability The difference between leadership and
management, and the importance of both, must be understood
The difference between being efficient and being effective must be understood
Outcome-OrientedMission Statements
Purpose: Describes where an organization is headed and what
it plans to accomplishOutcomes: Identifies the organization’s key stakeholders Focuses the organization and its people on achieving
the outcomes valued and expected by its stakeholders
The Mission Statement’s Purpose
“… Mission statement can inspire employees across an organization and remind them of the purpose of the company and each individual’s role in achieving the goal.”
Jeffrey Abrahams
U of M Office of Admissions
“Consistently hit the numbers by providing “extra-mile” customer service.”
University of MinnesotaDirector of Admissions
Hit the numbers Lead Keep people out of the President’s Office Maintain stakeholder confidence
Tri-O Star Tracker
Purpose: Empowers an organization’s people to stay on track for
success
Outcomes: Effective staff development program Effective, workable staff performance evaluation process
Tri-O Star Tracker
Three primary pillars: Staff selection Staff performance assessment Rewarding and recognizing staff
Tri-O Star Tracker
People perform better when the goals and expectations are clear
The discussion about expectations and performance is a year-long activity
The Latin Phrase cura personalis translates to mean caring for the individual.
These are times in which we are challenged to stand together and care for one another.
Cura Personalis
“Toxic Work”
Author Barbara Reinhold, and Director of Career Development at Smith College states, “Managers need to know how to mentor others on taking good care of themselves at work. Otherwise…”
Lower productivity
Inability to meet goals
Cost to employers - $750 per year for each employee
Improving Systems vs. Human Element
In time of downsizing and restructuring, many organizations have been so focused on improving systems, processes, and the bottom line that they forget about the human element in the workplace.
The result is employees who are burdened by fear, distrust, stress, feelings of powerlessness, and lack of hope.
To retain good employees, we must find new ways to regenerate the spirit of creativity, commitment, self-worth, purpose, and even fun in today’s workplaces.
Most importantly, rebuilding employee trust.
Top Three Things EmployeesWant …
Interesting work
Full appreciation for the work they’ve done
Feeling of being “in” on things
Regenerating Spirit: Send Your Employees Care Package
by Barbara Glantz
C = Creative Communication A = Atmosphere and Appreciation for All R = Respect and Reason for Being E = Empathy and Enthusiasm
C = Creative Communication
Any interaction occurs on two levels:
The Business Level – meeting the external objectives for the interaction
The Human Level – how the receiver feels about the interaction
A = Atmosphere and Appreciation for All
“In environments in which human needs are acknowledged and talent and creativity are allowed to flourish, employees give their all.”
Charles Garfield
In every interaction, we have the choice to create either a minus, a zero, or a plus
experience for that person.Minus – discounting the person, making
him/her feel less important than us to our organization
Zero – just taking care of business level only
Plus – making the person feel special on the human level, often surprising him/her by caring
R = Respect and Reason for Being
“Good management is largely a matter of love. Or if you’re uncomfortable with that word, call it caring, because proper management involves caring for people, not manipulating them.”
James Autry
Mentoring Employees to Take Care of Themselves
Inform employees that the company is about constant growth, change, and people taking responsibility For not only getting work done, but taking care of
themselves in the process
Mentoring Employees….
Ask employees: What’s going on in your work right now? How are you managing the work load? Are there ways you can be more efficient? What can I do to help you succeed?
Identify your Power of Support
Work support person Spiritual support person Emotional support person Fun support person Unconditional support person
Stress addiction
Short-term high that you get from working too hard and that you can get from imposing deadlines on yourself.
It’s just like a drunk…your judgment is terribly impaired and when you have stress-addicted people, they can’t see long-term consequences and they can’t prioritize.