turning talent into productivity open doors are a great management practice

Turning Talent Into Productivity

Open doors are a great management practice

Open doors are a portal to drama

Efficiency • Outcomes• Process• Teams• Accountabili

ty• Management

• Empathy• Responsivene

ss• Team-work• Resources• Individual • Coaching &

Development• Leadership

Loyalty

In changing times,lead first, manage second.

“

ChangeMindsets

ChangeReality

Quit

Typical Responses to Trends

BMW Drive

Great leaders work to perfect employee circumstances

“

Great leaders work to bullet proof employees

Employee satisfaction surveys work

Actually, most justsurvey victims

Why do we survey for engagement?

BUSINESS BUSINESS

RESULTSRESULTS

A StoryA Story

A StoryA Story

A StoryA Story

The Design FlawsThe Design Flaws

Design Design

Flaw #1Flaw #1

All employee are NOT equally credible.

Treating their opinions as equal is INSANE.

Perfecting employee circumstances will drive

engagement.

Design Design Flaw #2Flaw #2

Perfecting employee circumstances drives

ENTITLEMENT, not engagement.

Design Design

Flaw #3Flaw #3

Engagement doesn’t drive results. Personal Accountability drives both engagement AND results.

If…If…

Treating all employees Treating all employees responses the same is insane. responses the same is insane.

andand

Perfecting circumstances Perfecting circumstances creates entitlement.creates entitlement.

andand

Personal accountability is the Personal accountability is the true driver of performance.true driver of performance.

Then…Then…

It’s time for a It’s time for a different approach to different approach to

engagement.engagement.

EmployeeValue =

Current Performance

+Future

Potential -

Emotional Expense

Personal Accountability

Reality Based Leadership

Change Capitalization

Organizational Alignment

Driving for Results

EmotionalExpensiveness

There is no “I” in team

There is an “I” in win

The Mindset that results happen because of one’s actions, not in spite of

them

Accountable people believe that they choose their own

destiny

Personal Personal AccountabilityAccountability

The willingness to do whatever The willingness to do whatever it takes to get results.it takes to get results.

The ability to stay the course The ability to stay the course in the face of obstacles and in the face of obstacles and setbacks.setbacks.

The acceptance of the The acceptance of the consequences of our actions, consequences of our actions, good or bad. good or bad.

The perspective to see success The perspective to see success and failure as learning and failure as learning experiences to fuel future experiences to fuel future success. success.

There are no stupid questions

There are VERY STUPID questions

Why doesn’t anyone tell me anything?Why do they keep changing?When will they get it?Personal Accountability, QBQ.com by John Miller

What?How?“I ”ActionPersonal Accountability, QBQ.com by John Miller

Reality-basedLeadership

The average person spendsTwo hours a day arguing with reality

Event

Thinking

Feeling

Actions

Results

Reality Based Thinking

Right or happy?

After the story . . . How can I help?What is the next right action?

The minute you start judging . . .

You STOP servingYou STOP leadingYou STOP adding value

Organizational Alignment

Everyone has a right to theiropinion and should be includedin the decision-making process

We have all beenreplaced by Google

Does My Opinion Count?

Decision

Role:•Decision •Consultant•Informed

Role:To do whatever it takes to make it work

Capitalizing on Change

Change is hard

We have been soft on change

Work with The willing

Resistant, irrelevant employees are inherited

Your Charlie Sheen of the workplace was created by your own actions

1.1. Stop surveying the victims.Stop surveying the victims.2.2. Close your doors.Close your doors.3.3. Work with the willing.Work with the willing.4.4. Measure value not performance. Measure value not performance. 5.5. Fix the right stuff – emotional Fix the right stuff – emotional

expense.expense.6.6. Accountability is KEY!!!Accountability is KEY!!!7.7. Work with the willing.Work with the willing.8.8. Value actions over opinions.Value actions over opinions.9.9. Buy in is not optional - engage Buy in is not optional - engage

or leave. or leave.

Thanks!cywakeman.com

Want more?• Buy the book, “Reality Based

Leadership”• Go to realitybasedleadership.com• Leave your card to join the newsletter• Check out Cy’s blog on

fastcompany.com or Forbes.com• Follow Cy on Twitter• Fan Cy on Facebook