U N L O C K I N G C O R P O R A T E P O T E N T I A L

Creating a Connection Culture

THINK TANK

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BULLS BASKETBALL DYNASTY

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CURRENT WORK ENVIRONMENT

Why should you care?

• Employee trust and cooperation are low

• 75% of our employees are not engaged at work!

• In America that is more than 101,000,000

individuals

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EMPLOYEE ENGAGEMENT DEFINED

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“UNBELIEVABLE OPPORTUNITY”

“One of the things you notice in Gallup Research is that only one in four workers in the U.S. are engaged in the workplace… Imagine if you could get half the employees engaged… It is just unbelievable to me the potential that exists for companies.”

James Clifton

CEO, Gallup Organization

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RESEARCH

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ORANIZATIONAL BEHAVIOR

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ORGANIZATIONAL BEHAVIOR

• 2004 Employee Engagement Study, 50,000 employees:

• Emotional factors are four times as effective as rational factors in engaging employees

• Engaged employees are 20% more productive than the average employee

Source: Corporate Executive Board

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NEUROSCIENCE

Neuroscience has shown that connection:• Increases dopamine which enhances

attention and pleasure• Increases serotonin which reduces fear

and worry• Increases oxytocin which makes us

more trusting of others• Reduces stress hormones

(epinephrine, norepinephrine, cortisol)

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NEUROSCIENCE

Scientists discovered from split brain surgery on epilepsy patients:

• Right Brain - unconscious mind - emotions

• Left Brain - conscious mind - logic, speech

• Neuroscientist Michael Gazzaniga labeled the left brain “the interpreter”

• Right brain determines what we do, left brain makes up a story to explain it

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PSYCHOLOGY

MeaningPersonal GrowthAutonomy (Freedom)

RecognitionBelonging

Respect

Human needs to thrive:

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PSYCHIATRY

Lack of connection at work increases:• loneliness • isolation• confusion• distrust • disrespect, and • dissatisfaction

Source: Dr. Edward Hallowell, psychiatrist, former instructor, Harvard Medical School

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POLITICAL SOCIOLOGY

Since WWII, joy has declined although economic prosperity has increased dramatically.Experts believe it’s attributable to a lack of connection and community

Sources: Bowling Alone by Robert Putnam, American Paradox by David Myers, and The Decline of Happiness in Market Democracies by Robert Lane

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HEALTH RESEARCH

Research has shown connection = positive impact• Infants who are held = healthier

• Elementary students who receive eye contact = perform better academically

• Patients who have social support = recover faster

• Adults with greater connection = more creative, better problem solvers

• Seniors who have social relationships = live longerSources: Carlson, 1998; Rosenthal and Jacobson, 1992; Resnick, 1997; Cohen, 1997; Berkman, 1979; Baumeister, 2003; MacArthur Foundation Study, 1998

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CURRENT WORK ENVIRONMENT

Florida State University Survey

When Bosses Behave Badly – employees retaliate:

• 30% slowed down or purposely made errors vs. 6% of those not reporting abuse.

• 27% purposely hid from the boss vs. 4% of those not abused.

• 33% confessed to not putting in maximum effort vs. 9% of those not abused.

• 29% took sick time off even when not ill vs. 4% of those not abused.

• 25% took more or longer breaks vs. 7% of those not abused.

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THE CONNECTION CULTURE

We all need connection!Brings out the best in people and makes them:• mentally and physically healthier • more trusting• more productive• more cooperative• more creative• better problem solvers

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WHAT IS CONNECTION?

“Like wind through the trees”

An invisible force between human beings that promotes trust, cooperation and “esprit de corps”!

Brought about from intentionally developing Relationship Excellence!

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CONNECTION DEFINITION

A bond based on shared identity, empathy and understanding that moves self-centered individuals toward group-centered membership.

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WORK BECOMING MORE IMPORTANT

Beginning in the 1990’s, work became a greater part of Americans’ self definition than family and community.

- The Gallup Organization

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THE CONNECTION CULTURE

We need to put the corpus back into corporation!

“Corpus” is Latin for body

Cor·po·ra·tion (kôr'pə-rā'shən) n.

• A body that is granted a charter recognizing it as a separate legal entity having its own rights, privileges, and liabilities distinct from those of its members. Such a body created for purposes of government. Also called body corporate.

• A group of people combined into or acting as one body.

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THE CORPORATE EQUATION

+TaskExcellence

The Connection Culture

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ELEMENTS OF CONNECTION

Core Elements1. Human Value2. Inspiring Identity3. Knowledge Flow

Enabling Elements4. Committed Members5. Servant Leaders

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THE CONNECTION CULTURE

Vision (Inspiring

Identity)

Value (Human Value)

Voice (Knowledge

Flow)

Easy way to remember the Core Elements:

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INSPIRING IDENTITY (“VISION”)

When everyone in the organization is

proud of the reputation.

united by the values, and

motivated by the mission,

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VISION

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VISION

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VISION

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HUMAN VALUE (“VALUE”)

When everyone in the organization

understands the needs of people,

appreciates their positive, unique contributions, and

helps others achieve their potential.

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VALUE

1. Understands psychological needs of people

Human needs at work: • Respect• Recognition• Belonging• Autonomy (freedom)• Personal growth• MeaningSources:E Pluribus Partners, Ryan and Deci, Maslow, Frankl, Csikszentmihalyi, Banks

Lack of connection > deficit need

dysfunctional behavior

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VALUE

2. Appreciate my positive, unique contributions

Know my storyHow well do you know your employees? What is their background?What are their dreams and ambitions?What motivates them?Who is important in their life?What qualities do they strive for?

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VALUE

3. Help others achieve their potential

Encourage professional growthprofessional

development courses

Encourage personal growth coaching, mentoring Share your gold with others!

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VALUE

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VALUE

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VALUE

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VALUE

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From: Morrow Lara (Human Resources) Sent: Thursday, September 06, 2007 4:31 PMTo: Shipp Lance; Spiegelman PaulCc: Carter Tracey (Human Resources); Pryor AndrewSubject: Beryl Cares

Allan FollettProvider Services Call Advisor (New BBB member)

Allan had surgery on his Achilles tendon.  It is a sports injury.  He will be out a few weeks.  Flowers sent. 

VALUE

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KNOWLEDGE FLOW (“VOICE”)

When everyone in the organization

safeguards relational connections.

shares ideas and opinions honestly, and

seeks the ideas of others,

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VOICE

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VOICE

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VOICE

QuickTime™ and a decompressor

are needed to see this picture.

According to her colleagues: “She told us everything, stuff we didn’t want to know [like how close we were to running out of cash].” “Part of her DNA is to tell you the good, the bad, and the ugly.”

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VOICE

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1. Leader fails to encourage other points of view

2. Internal rivals

3. Fiefdoms

4. Isolationist culture

KNOWLEDGE TRAPS

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KNOWLEDGE FLOW SESSIONS

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CONNECTION FORMULA

VISION + VALUE + VOICE =

Connection

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ELEMENTS OF CONNECTION

Core Elements1. Human Value2. Inspiring Identity3. Knowledge Flow

Enabling Elements4. Committed Members5. Servant Leaders

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COMMITTED MEMBERS

Definition:

When everyone in the organization is:

• committed to task excellence,

• promoting the connection culture, and

• living out character strengths and virtues.

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Definition: empowered with the authority to:

• Coordinate task excellence,

• Facilitate the connection culture, and

• Model and mentor others in character strengths and virtues!

SERVANT LEADERS

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“Ability may get you to the top but it takes character to keep you there.”

-- Legendary UCLA basketball coach John Wooden

CHARACTER STRENGTHS

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CHARACTER STRENGTHS

“Coach Wooden had a profound influence on me as an athlete, but an even greater influence on me as a human being. He is responsible, in part, for the person I am today.”

- Kareem Abdul Jabbar

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ELEMENT #1: VISION

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“…while there are indeed great, often unfathomable forces in history before which even the most exceptional of individuals seem insignificant, the wonder is how often events turn upon a single personality, or the quality we call character.”

-- Historian David McCullough

CHARACTER STRENGTHS

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“I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.””

-- Rev. Martin Luther King, Jr.

CHARACTER STRENGTHS

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ORGANIZATIONAL CHARACTER

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American Psychology Association study

Leading psychologists

Global study

Identified 24 specific character strengths

CHARACTER STRENGTHS

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CHARACTER STRENGTHS

General George C. Marshall

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CHARACTER STRENGTHS

“I’m sorry Mr. President, I don’t agree with you at all.” -- General George C. Marshall

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CHARACTER STRENGTHS

“[He has] an insatiable desire to learn, to know, [and] to understand.”

-- Nobel Peace Prize Committee

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“Most men are slaves of ambition. General Marshall is a slave of his duties.”

“I have never seen a task of such magnitude performed by a man”

“You have inspired us with your single-mindedness of purpose and selfless devotion to our common cause.”

CHARACTER STRENGTHS

-- Senator Henry Stimson

-- British Officers’ Letter to Marshall

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“…when I disapprove [of Marshall’s recommendations], I don’t have to look over my shoulder to see which way he is going…I know he is going…to give me the most loyal support as chief of staff that any president could wish.”

-- President Franklin Delano Roosevelt

CHARACTER STRENGTHS

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“Our policy is directed not against any country or doctrine but against hunger, desperation, and chaos.”

-- George C. Marshall Speech at Harvard University in 1953

The Marshall Plan

CHARACTER STRENGTHS

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CHARACTER AND CONNECTION

Who will you choose to become?

Intentional Disconnector

Unintentional Disconnector

Intentional Connector

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CHARACTER STRENGTHS

1. Develop habits that reflect character strengths.

2. Build high trust relationships with people who want to develop character strengths.

3. Undertake periodic checkups - 360 degree performance reviews.

4. Study and celebrate the character of intentional connectors.

5. Select, measure and promote leaders who have character strengths and who connect.

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SERVANT LEADERS

The Connection Culture

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Actionable examples

20 stories of great leaders

Questions for team study

LEARN FROM LEADERS

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