Post on 05-Apr-2017
PCL WEBINAR
Presented by: The AME PCL Team
PEOPLE-CENTRIC LEADERSHIP
• Introductions
• Crisis in leadership
• AME vision
• Respect for people and continuous improvement
• House of PCL
• PCL elements
• How to get more information & QA
PCL WEBINAR
7 out of 10 employees aredisengaged or actively disengaged
30% of population is engaged and inspired at work.
50% of population is not engaged.
20% of population is actively disengaged.
It is estimated that disengagement costs the US $450 billion to $550 billion annually.Gallup Poll 2013 “State of the American workplace: Employee Engagement Insights for US Business Leaders.”
CRISIS IN LEADERSHIP
Engaged teams
• 50% fewer accidents
• 41% fewer quality defects
• 65% less turnover
• Lower healthcare costs
• 37% less absenteeism
• Come up with the most innovative ideas
• Have the most entrepreneurial energy
• Create most of the company’s new customers
• 21% higher productivity
• 22% higher profitability
• 10% higher customer satisfaction scores
Gallup Poll 2013 “State of the American workplace: Employee Engagement Insights for US Business Leaders.”
CRISIS IN LEADERSHIP
CRISIS IN LEADERSHIP
87% of C suite executives
recognize that disengaged
employees are the #1 threat
to their business.
To win customers
and a bigger share of the marketplace
companies must first win the hearts
and minds of their employees.
EMPLOYEE ENGAGEMENT
Employee engagement is a property of
the relationship between an organization
and its employees.
Highly Engaged:
Emotionally connected to the mission
and purpose of their work.
Not engaged:
Indifferent toward their jobs – or worse, outright
hate their work, supervisor and organization –
and can destroy a work unit and a business.
EMPLOYEE ENGAGEMENT
COMPANY EMPLOYEE
We provide a good paying
job with benefits.
We care about the health and
well being of each individual
employee. The growth,
development and success of
the individual is critically
important to the organization.
I show up to work on time and
do what they tell me to do.
Emotionally connected to
the mission and purpose of
their work.
A mutual commitment between
the company and the employee
WHAT CAN WE DO?
You can only provide an environment which will inspire people.
“The truth of the matter in business is that you don’t do anything by yourself. You create an atmosphere in which people want to do their best. You don’t order anybody to do their best. You couldn’t order Beethoven to compose the 9th Symphony. He’s got to want to do it. And so the head of business is an enabler rather than a doer.”J. Irwin Miller, CEO Cummins, Inc.
PEOPLE-CENTRIC LEADERSHIP
Association for Manufacturing
Excellence, (AME), Vision: A manufacturing renaissance driven by people-centric leadership
coupled with enterprise excellence.
People-Centric LeadershipA culture where everyday everyone goes home fulfilled by
pursuing excellence and where everybody flourishes.
Enterprise ExcellenceExcellence in people, process and products through the
extended value stream, in pursuit of eliminating business waste
and creating value for customers.
ACE METAL CRAFT
AERA ENERGY
ARIENS
BARRY-WEHMILLER
CASCADE ENGINEERNG
COGENT
COHEN WOODWORKING
CRAIG TECHNOLOGIES
DYMATIZE
INNOTECH CORP
LINCOLN INDUSTRIES
OMNIDUCT
PANTHEON CHEMICALS
SPECTRUM AEROMED
STARBUCKS
SUR-SEAL
TENERE
VENTURA MANUFACTURING
WOODFOLD
Lean toolkit
in pursuit of
safety, quality,
cost and
delivery
Through
profound
cultural and
organizational
change
THE COUPLING OF PEOPLE-CENTRICLEADERSHIP & ENTERPRISE EXCELLENCE
CI tools People-centric
leadership
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
VISIONING
• Ability to imagine the future.
• Craft a compelling image or picture of the impact the organization wants to make on the lives of its stakeholders.
• What do we value?
• Why are we doing what we do?
• Where do we want to be in 30 years?
• A great cultural vision will:
• Drive behavior in the organization.
• Make work meaningful.
• Propel people to accomplish great things.
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
ALIGNMENT / GOAL SETTING
A means of translating
priorities into a plan that
is easily communicated
so that all people can
engage in meeting the
organizational goals.
4 BREAKDOWNS IN EXECUTION
CREATE A COMPELLING SCORE BOARDEmployees need to see simply and visually
that the work they do makes a difference
Key points
• SMART goals
• Highly Visible• Immediately tells if winning or losing
(celebrate or adjust to get back on track!)
What should be happening?
What is actually happening?
Gap = Problem
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
REFLECTIVE LISTENINGListening is not an innate skill. It is learned.
“Is anyone anywhere taught how to listen? How utterly amazing is the general assumption that the ability to listen well is a natural gift for which no training is required. How extraordinary is the fact that no effort is made anywhere in the educational process to help individuals learn to listen well.” American Philosopher: Mortimer Adler
“For many of us, the opposite of talking isn’t listening. Its waiting.” Daniel H. Pink, “To Sell is Human”
“Listening is the most helpful thing a person can do.” Barry Wehmiller University, Communication Skills Training
When we listen, we allow people to solve their own problems.
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
CELEBRATION & RECOGNITIONRecognize People/Teams!
Celebrate Success!
REWARDS
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
IMPLICITLY TRUST
“People are already empowered. People-centric
leaders give people the voice and authority to exercise
the empowerment they naturally have.” David Marquet, Turn the Ship Around
“In order for people to be engaged they must have
Latitude of Control, the feeling that if the occasion requires it,
the individual involved has the necessary skills to set new
strategies to meet the ultimate goal.” Mihaly Csikszentmihalyi, Good Business
Believe in the Goodness of People• Relinquish control: Give people control over the
work that they do and the environment in which they work.
• Push decision making down so that decisions are
made by those closest to the information.
Reliability• Deliver on commitments
Acceptance• Accept people for who they
are and honor differences
• Other-oriented
Openness• Be willing to hear what
others have to say
• Be honest and truthful
• Allow others to see
the real you
Congruence• Align thoughts, feelings,
words and actions
with values
• Walk your talk
4elements of trust
BUILD TRUST
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
HUMILITY
• Personal Grounding
Be confident and secure
in your values.
• If you’re insecure,
it is difficult to be humble.
• Part of it is transparency,
which breeds accountability
because everyone can see.
HUMILITY• Believe that everyone has unique
contributions/ideas
• Acknowledge mistakes/missteps
• Intentionally give away decision making(subtle but advisory way)
• Intellectual humility –without it you are unable to learn
“In a global marketplace where problems are increasingly complex, no one person will ever have all the answers.”
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
EMOTIONAL INTELLIGENCE
SELF SOCIAL
RE
CO
GN
ITIO
NR
EG
UL
AT
ION
Daniel Goleman, EI Model
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
INSPIRATIONPurpose“The two most important days in your life are the day you are born and the day you find out why.” Mark Twain
Optimism“Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence.” Helen Keller
Passion“Passion is the genesis of genius.” Galileo
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
GROWTH AND DEVELOPMENT
“You go into flow when your highest strengths are deployed to meet the highest challenges that come your way.” Martin E. P. Seligman, Flourish
“Good leaders realize that one of their main tasks is to provide increasing variety and challenge to their workers to prevent stagnation. One way to do this is through growth of the business itself.”Mihaly Csikszentmihalyi, Good Business
En
gag
em
en
t
Challenge
• Individuals drive their own path for growth and development
• Leaders cultivate, encourage and nurture• Defining Goals and target conditions• Defining business needs• Providing “skill appropriate” challenges• Providing variety and opportunities for
people to discover their passions and talents• Providing flexible paths for progression• Supporting training• Coaching and mentoring• Providing structure
GROWTH AND DEVELOPMENT
“If you want to grow your company, grow your people.”
Mark Lewis, CEO, WoodfoldManufacturing, Inc.
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
ACCEPTANCE & INCLUSIONEmployees can contribute to the success of the company as their authentic selves, while the organization respects and leverages their talents and gives them a sense of connectedness.
• Better ideas vs. immediate agreement when team is homogeneous
• Great source of creativity and innovation
• When you include people, they’re naturally going to feel valued
• Keeps in touch with customer base
“When internal diversity and inclusion scores are strong, and employees feel valued, they will serve our customers better and we’ll be better off as an organization.”
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
BUILDINGRELATIONSHIPS
“I tried to establish a relationship with each new crew member. I wanted to link our goals, so that they would see my priority of improving the Benfold as an opportunity for them to apply their talents and give their jobs a real purpose.”….“Something happened to me as a result of those interviews. I came to respect my crew enormously. No longer were they nameless bodies at which I barked orders.” Captain D. Michael Abrashoff, It’s Your Ship: Management Techniques from the Best Damn Ship in the Navy.
Build Relationships between – employees
Warriors who understand one another and who communicate well with each other, who are a cohesive group, who like one another and work well together, who take advantage of differences rather than use those differences to avoid one another, and who put themselves at risk for one another are the most likely to survive and emerge victorious.” Martin E. P. Seligman, Flourish
Build Relationships with each and every employee –Everybody has a story
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
LEADER STANDARD WORKGOES TO GEMBA
GOES TO GEMBA LEADERS CHALLENGERole of the Leader
1) Coach and mentor employee development
2) Develop relationship with the whole individual
3) Encourage problem solving
4) Celebrate and recognize
5) Reflectively listen
6) Force reflection
7) Help team members see
Remove Obstacles
Role of the leader is to
remove systematic obstacles
that team members do not
have control over.
LEADER STANDARD WORK GOES TO GEMBAFarming looks mighty easy when your plow is a pencil and you're 1,000 miles from the corn field.
Check your motive!• Treat problems like gold • Don’t hunt for things that are wrong
Show humility• Get people to solve their own problems / part of growing and developing
Respect• Show you care about the individual and value their contribution
Alignment• Connect their contribution to the vision and provide positive reinforcement
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
REFLECTION & SELF ASSESSMENTAre you living the organizational values/cultural vision?• Continuous process of understanding and evaluating
values, goals and objectives and how congruently
behaviors and others perceptions of our behaviors match
those values, goals and objectives.
• Capacity to self adjust.
“Management has a lot to do with answers. But leadership is a
function of questions. And the first question for a leader always is:
Who do we intend to be? Not What are we going to do?
But… Who do we intend to be?” Captain D. Michael Abrashoff, It’s Your Ship:
Management Techniques from the Best Damn Ship in the Navy.
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting• Feedback • Transparency
Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional IntelligenceTrust
• Implicitly Trust• Build Trust
COMMUNITY & ENVIRONMENTAL STEWARDS• Planet is most important business partner.
• Deep respect for the environment.
• Way they operate, design and develop products.
• Community outreach.
• Emergence of companies, that fully incorporate
a mission to make a social impact into the
company’s business objectives.
• Companies that act as good stewards take care
of the communities they touch and take care of
the planet.
RESPECT FOR PEOPLEThe House of people-centric leadership
Leader Standard Work • Goes to Gemba • Kata Coaching
Celebration &
Recognition
Reflective
Listening
Visioning
Goal Setting Alignment
Reflection
Building Relationships
Acceptance & Inclusion Inspiration
Community & Environmental Stewards Growing Developing Humility
FLOURISHING Business / People / Communities
Emotional Intelligence Trust
AME Website: www.ame.org/PCL
AMEPCL RESOURCES
Thank You!
Maria Elena StopherLead AME PCL Team
President, Ultimate Lean Inc.
mstopher@ultimatelean.com
Cell: 240-671-6044
Lisa WeisCo-Lead AME PCL Team
Lean Program Director, DEMEP
lweis@demep.org
Cell: 302-547-8159
PCL WEBINAR
Presented by:
The AMEPCL Team
53
For more about people‐centric leadership, be sure to check out the 2017 AME International Conference in Boston this fall! For more information, visit the #AMEBostonwebsite, www.ame.org/boston.