UNLOCKING

YOUR PEOPLE

RANDY PHILLIPS

REDPOINT LEADERSHIP GROUP

COMMON LEADERSHIP PERFORMANCE - LOCKS

1. Paper Lions (All Star Team)

2. Bottlenecks (In Key Positions)

3. Culture Clash

4. Elegant Solution (in search of a problem…)

5. Talent Transfer (Reverse Orbit)

SUREFIRE ROADMAP TO INCREASED PROFITABILITY

High Performance Leadership

10 Steps to Unlock Your People

Talent-Building Tools

Ignite Your Team in Five Weeks

HIGH PERFORMANCE TEAMS

If you know how

to build a hot

fire – you already

know how to

develop a high

performance

team.

Personal

Path

to

Value

Sustained Resources

Unique

Drivers

&

Motivational

Designs

Personal

Energy

Role

Engagement

Targeted

&

Mission

Driven

Connected

Group

Clarity

Complete

Decision

Styles

Decision

Fluency

Target

Focus

Operational

Cadence

FUEL FOR HIGH PERFORMANCE TEAMS

YOUR SURE-FIRE ROADMAP

If you know how to build a hot fire – you

already know how to develop a high performance team.

YOUR SURE-FIRE ROADMAP

If you know how to build a hot fire – you already know how to develop a high performance team.

YOUR SURE-FIRE ROADMAP

If you know how to build a hot fire – you already know how to develop a high performance team.

Personal Energy

= The AIR FLOW

Role Engagement

= The TINDER

Target

Focus

= The

KINDLING

Decision

Fluency

= The Match

or Spark

Cadence/Work-flow

= Fuel (logs)

YOUR SURE-FIRE ROADMAP

If you know how to build a hot fire – you already know how to develop a high performance team.

Personal Energy

= The AIR FLOW

Role Engagement

= The TINDER

Target

Focus

= The

KINDLING

Decision

Fluency

= The Match

or Spark

Cadence/Work-flow

= Fuel (logs)

#1 SET YOUR LEADERSHIP FRAMEWORK

Recipe Method Mission Formula

Ingredient/

Effort

Recipient/

Problem

Impact/

Reward

Status Key Ingredients

+

=

Efficiency

Innovation

Income

Market Share

Product Dev.

Quality

Recipe Method Mission Formula

Ingredient/

Effort

Recipient/

Problem

Impact/

Reward

Status Key Ingredients

+

=

Efficiency

Innovation

Income

Market Share

Product Dev.

Quality

#1 SET YOUR LEADERSHIP FRAMEWORK

#1 SET YOUR LEADERSHIP FRAMEWORK

ELEVATE DISCOVERY#2

ELEVATE DISCOVERY#2

DECISION FLUENCY

The ability to

communicate clearly and

interact capably in these

ways:

DIVERSE -UNDERSTANDING

INTERACTIVE – THOUGHT

GROUP-DIALOGUE

COLLABORATIVE -DECISIONS

Concepts & Information

TeacherResearcher

EmotionalIntelligence

CounselorNetworker

Goals & Targets

Director“Closer”

Plans & Process

Coach Tactician

Relational

Thinker

Strategic

Thinker

Contextual

ThinkerFunctional

Thinker

WHO? WHEN?WHAT? HOW?

4 Types of Decision Fluency

The personal

connection that each

team member has:

WITHIN A CONTEXT

STIMULATING A

SITUATIONAL ROLE

SENSING UNIQUE VALUE

IGNITING ACTION

FACILITATE ROLE ENGAGEMENT#3

Question WHAT?

Focus Ingredients

Speed Measured

Gains Accuracy

Gaps Timing

Rubs Performance

Often Highly Sensory

Contextual Decision Makers

FACILITATE ROLE ENGAGEMENT#3

Question WHO?

Focus Emotions

Speed Decreased

Gains Collaboration

Gaps Strategy

Rubs Accountability

Often Open Doors

Relational Decision Makers

FACILITATE ROLE ENGAGEMENT#3

Question WHEN?

Focus Outcomes

Speed Sprint

Gains Achievement

Gaps Quality

Rubs Sustainability

Often Highly Disciplined

Strategic Decision Makers

FACILITATE ROLE ENGAGEMENT#3

Question How?

Focus Process

Speed High

Gains Quality

Gaps Efficiency

Rubs Finishing

Often Curious

Functional Decision Makers

FACILITATE ROLE ENGAGEMENT#3

LEADERSHIP

ROLE

Action Connection

Position

#3 FACILITATE ROLE ENGAGEMENT

Targets & End Results

When focus is sharp –

everyone knows:

THE SHAPE OF A “WIN”

TIMETABLE FOR SUCCESS

ATTAINABLE REWARDS

STRATEGIC DIRECTION

FOCUS YOUR TARGET#4

“As-Is’

becomes

“To Be”.

Targets are a

function of the

ammunition

A natural rhythm

or time factor…Timing?

Context?

Leadership

FocusResources

?

FOCUS YOUR TARGET#4

FOCUS YOUR TARGET#4

Created by ”drivers”

that motivate each

member of a team

to be uniquely

productive .

Sustained energy

requires

motivational

diversity.

UNLEASH PERSONAL ENERGY#5

65 %

25 %

10 %

100 % DRIVERS

People

Qualitative

Contribution

Image/Vision

Energy Mix

UNLEASH PERSONAL ENERGY#5

Contextual

Mastery

Ingredients

Time Detail

Relational

Trust

Dialogue

Emotion

Strategic

Outcome

Image

Quality Comfort

Functional

Quality

Process

Finishing

Driver

Comfort Zone

Road Blocks

UNLEASH PERSONAL ENERGY#5

UNLEASH PERSONAL ENERGY#5

The collaborative

flow that a

leadership team

experiences

when sustained

effectiveness is

made possible.

SPONSOR WORK-FLOW#6

Targets

DeliveryTiming

Resources

TEAM-BUILT

OPERATING

PLAN

OPERATIONAL CADENCE

Energy cycle

Dashboard

Strategic Initiatives

Value

Extension

Specs

Operational Cadence

CLARITY

CONFIDENCEPROGRESS

PASSION

HIGH PERFORMANCE

TEAMS GENERATE

TANGIBLE RESULTS.

Operational Cadence

Sparks are created by

friction that comes out of

thoughtful and passionate

dialogue. A team that

learns to trust the leader

and each other—will ignite

a spark that can be fanned

in to flame and heated all

the way to glowing

embers.

MINE FOR CONFLICT#7

MINE FOR CONFLICT#7

INCREASE DECISION FLUENCY#8

Fluency Assessment Tool

INCREASE DECISION FLUENCY#8

Fluency Assessment Matrix

INCREASE DECISION FLUENCY#8

CELEBRATE ACHIEVEMENT#9

Catch them doing something right & bring heightened attention to the

work.

CELEBRATE ACHIEVEMENT#9

Humor covers a multitude of ills and laughter is a spontaneous form of

celebration that is unparalleled in the

energy that it provides.

CELEBRATE ACHIEVEMENT#9

Never reward someone for simply trying hard. Define

success with specific terms and when achievement is

celebrated—be sure to provide highly specific praise for the

excellent performance.

CELEBRATE ACHIEVEMENT#9

What you measure is

what you get!

CELEBRATE ACHIEVEMENT#9

Praise in Public and Punish in Private

PROMOTE GROWTH#10

1. Performance-driven culture

2. Effective managers

3. High employee utilization

4. High employee effectiveness

5. Encouraging innovation

Interview Each Team Member

for 90 Minutes

1.Asses your team fluency levels

2.Discover individual fluencies

3.Build discovery skills

#1

IGNITE YOUR TEAM IN 5 WEEKS

Connect Your People to Your

Mission/Vision

1.Review role Assumptions

2.Assign roles for every project

3.Train your team to understand

the dynamic nature or leadership

roles.

#2

IGNITE YOUR TEAM IN 5 WEEKS

Establish Measurable

Team Goals

1.Establish productivity time loops

from immediate to long term.

2.Generate mission metrics

3.Review performance at every

team gathering

#3

IGNITE YOUR TEAM IN 5 WEEKS

Build Your “Energy Pump”

1.Research and identify the

incentives that match your team.

2.Determine cultural requirements

3.Facilitate the team’s selection of

an “Energy Czar”.

#4

IGNITE YOUR TEAM IN 5 WEEKS

Frame Your Cadence

Calendar

1.Determine your planning cycles: monthly, quarterly & annually

2.Reserve time/space for an off-

site planning event.

3.Schedule Your: Team, Facilitator & Agenda

#5

IGNITE YOUR TEAM IN 5 WEEKS

THANK YOU

REDPOINT LEADERSHIP GROUP

www.redpointleadership.com