Lead. Engage. Drive Performance. - CFMA
Transcript of Lead. Engage. Drive Performance. - CFMA
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Lead. Engage.
Drive Performance.
Lead. Engage.
Drive Performance.
Karen Natzel
Business Therapist
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Workforce Woes?Workforce Woes?
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Ideal Team Member?
Ideal Team Member?
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HEALTHY COMPANIES
KEY PERFORMANCE INDICATORS
• Financially Viable
• Leadership Effectiveness
• Employee Engagement
• Robust Communications
• Trust & Respect
• Recognition & Appreciation
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HEALTHY COMPANIES
KEY PERFORMANCE INDICATORS
• Sense of Fairness
• Pride / Work Ethic
• Camaraderie / Team
• Initiative & Accountability
• Alignment [Vision, Values, Priorities]
• Continuous Improvement + Agility
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KPIs for Organizational Health
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KPI: LEADERSHIP EFFECTIVENESS
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KPI: LEADERSHIP EFFECTIVENESS
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KPI: EMPLOYEE ENGAGEMENT
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Culture Drives Performance.
Culture Drives Performance.
Leaders Set the Tone.
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But what is “Culture”?
But what is “Culture”?
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normsnormsexpectationsexpectationstolerancestolerances
habitshabitsattitudesattitudesvaluesvaluesmoralemorale
standardsstandardsbeliefs
behaviors
relationshipsrelationships
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Vision + Mission + Core Values
Vision + Mission + Core Values
{ KPI: Alignment }
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Core Values…Core Values…{ … Aren’t “Shoulds” }
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HEALTHY ORGANIZATIONS
CORE VALUES
• Inspire you.
• Align you. Create a shared “Code of Conduct”.
• Guide your decision-making.
• Be integrated into your daily life.
• Be what you hold yourselves accountable to.
• They are the foundation of your culture.
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Core Values…Core Values…What are yours?
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HEALTHY ORGANIZATIONS
CULTURE
• It’s the “how” you perform
• An environment of excellence; or one
that tolerates mediocrity
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CULTURE DRIVES PERFORMANCE.
• Being out of the loop
• Blaming
• Tolerating substandard
performance / attitude
• Not listening
• Lack of standards
• Lack of clarity around
expectations
• Indecisiveness
• Override decisions
• Speaking ill of others/Gossip
• Micromanaging
Building a Disempowering Culture
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CULTURE DRIVES PERFORMANCE.
Building an Empowering Culture
• Allowing for errors
• Asking for input / help
• Regular, candid feedback
• Clear expectations
• Included in the process
• Sufficient authority & responsibility
• Open communications; listening
• Let team members set goals
• Recognition / acknowledgment
• Right people in the right roles
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CULTURE DRIVES PERFORMANCE.
WHAT IS YOUR CULTURE
• Communications + EQ + Conflict?
• Managing Priorities/Initiatives?
• Core Values?
• Feedback [+/-]?
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Tackle Tough Challenges
Tackle Tough Challenges
KPI: LEADERSHIP EFFECTIVENESS
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What are you tolerating?
What are you tolerating?
Headaches, challenges, obstacles
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KPI: COMMUNICATIONS
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What’s Your CommunicationStyle?
What’s Your CommunicationStyle?
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KPI: Effective LeadershipPerformance Management
• Setting Clear Expectations
• Providing Valuable Feedback
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Setting Clear Expectations• What | Who | When | How
• Provide Context + Content
• Check for Understanding – Open/Ended ?
• Check Assumptions (+Reality) – Yours + Theirs
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Provide Feedback [+/-]• Be Specific
• Share Observable Behaviors
• Catch them in the Act
• Provide in Context of Core Values,
Culture + What Motivates
• Give it genuinely + generously (daily)
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Every conversation is a performance management
conversation.
Have the conversation.
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STOPSTART
CONTINUE
STOPSTART
CONTINUEWhat will you do?
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KPIsKPIsengageengage
culturecultureset clear expectations
Walk the talk of
your core values
empower
provide feedback
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communicate
lead
connect
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Define + shape a vibrant + healthy
culture….
Define + shape a vibrant + healthy
culture….…And you’ll attract + retain quality,
high-performing team members.
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Q&A
Karen Natzel, Business Therapist
www.BizTherapy.biz | 503.806.4361
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