leadership california state university sacramento presented by jeff szczesny
TRANSCRIPT
LeadershipLeadership
California State California State University SacramentoUniversity Sacramento
Presented byPresented byJeff SzczesnyJeff Szczesny
The lifting of people’s vision to a higher sight, the raising of their performance to a higher standard, the building of their personality beyond its normal limitations.– Self-directed and motivated workforce
• Can manage “things”• Lead people
– Develop leaders, not followers
What is Leadership?
Why is Leadership a Priority?
Leadership Priority
11,045 respondents
Variety of industries and
professions
95% confidence level in results
Survey Data: Steven Covey 2003
Clarity – 50% of employees say they have a clear understanding of what their company is trying to achieve
Commitment – Only 1 in 5 feel passionately committed to their company’s goals
Translation – 1 in 10 workers have a clear “line of sight” between their tasks and their company’s goals
Survey Data: Steven Covey 2003
Distinguished firmSurveyed over 37,000 employeesEvaluated retention, productivity,
profitability, customer engagement, and safety
Gallup Research
Question Store A% of “5” ratings
Store B% of “5” ratings
Materials and equipment 45 11
Recognition – 7 days 42 20
Supervisor cares 51 17
Encourages development 50 18
Mission of Company 40 16
Opinions count 36 9
Gallup Study
Comparison– Sales
• Top – 4.56% above budget• Bottom – .84% below budget
– P&L• Top – 14% above P&L budget• Bottom – 30% below P&L budget
#1 Influence– The key driver of performance is the
leadership by the direct supervisor
Gallup Study
Shortage of 10 million U.S. workers by 2010 (Dept. Labor Statistics)
43% of 141 million U.S. workers eligible to retire (Dept. Labor Statistics)
Significant shift in demographics in our market areas
Changes in the employment offering the grocery industry
Changing Demographics
The supermarket industry is changing Supermarket model
is changing Changes in the
industry offerings Other entry-level
employers are catching up
Similar changes in benefits and pension
$4.85
$9.26$8
$12.84
$24.53
$19.08
$0.00
$5.00
$10.00
$15.00
$20.00
$25.00
1983
CPI
Actual2005
What does this mean for Raley’s?
Find new ways to attract and retain qualified workers
Traditional reward levers are changingOur managers need to lead in a new
wayMovement to:
– Growth - Recognition– Inclusion - Respect– Choice
Benefits Offerings
RecognitionPrograms
EmployeeSafety
OrganizationalDevelopment
Organizational Structure
Learning & Development
Employee Communications
Labor Relations
Compensation Systems
Performance Management
Diversity Programs
Recruiting Programs
People System
Alignment of
Systems
Recruiting Processes Training and Development Store Structure Performance Management Systems Recognition Programs Diversity Emphasis Communications Programs Employee Involvement
Raley’s Considerations
Leadership entails many thingsProvide clarityKnow your valuesBe a change agentLook external Have couragePut the right people in the right placesGrow & learnMeasure, perform and improveLet people make a difference