the value of getting sh!t done
TRANSCRIPT
The Value of Getting Sh!t Done
2021 All Ohio Convocation
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STRATEGIC BUSINESS PLANNING
Leading with People
ANTICIPATORY THINKING
Learning
Objectives
Going beyond the Strategic Plan
Set up for success during the planning process
Monitor and measure your progress
Don’t set up your people to fail
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Current ProcessWhat’s Wrong with the
X Goals that are Unrealistically High
Tiny Steps, Daily, Compound Over Time
MINDMAP DIAGRAM
Local Connections Current Projects to Mine Data
Research Organizations
Recent hire is from Dallas –Gather info
Pull DemographicsGeography of the Area
Research Market Trends
Local Competition
Possible New Office Location:
Dallas
Planning with Smaller, Achievable Steps
Lack of Diverse Thinking
PODCAST #396: Turn Confrontation Into Collaboration |
Paul Marciano | LEADx
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YOUR “Glasses” are as Unique as Your Thumbprint 12
GENDER
HALO EFFECT CONFORMITY
CONTRAST EFFECT CONFIRMATION
ATTRIBUTION
AFFINITY
BEAUTY
UnconsciousBias
Attribute others’ success to luck, not skill (like us)
Rely on opinions of others, not our own informed judgement
Look for evidence that backs up our initial impression(s)
Base an opinion of another on physical
attractiveness
Compare and contrasts against others instead of a person’s own
merits
Focus on one primary “good” thing and overlook potential
negative aspects
Make an assumption about skill or ability based on gender
Prefer people who are like us in some
way #1 Error in Conversations
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No Rainmakers Among Next Generation of Firm Leadership
Haven’t Developed Business Literacy in Future Leaders
Inadequately Developed Leadership Bench Strength
No Real Professional DevelopmentOr On-The-Job Learning Opportunities
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Typical Results of Failed ConversationsOr No Conversation
PlanExecuting the
Gen Z
Millennials
Gen X
Baby Boomers
Traditionalists
Current Workforce 2025 Workforce
Changing Demographics
Generation Years Born Current Age Age in 2025
Gen Z 1997 – 20xx <24 <28
Millennials 1981 – 1996 25 – 40 29 – 44
Generation X 1965 – 1980 41 – 56 45 – 60
Baby Boomers 1946 – 1964 57 – 75 61 – 79
Traditionalists 1928 – 1945 76 – 93 80 – 97
Source: Pew Research 21
21%of Millennials
Have Changed Jobs Over the
Past Year
Not feeling a sense of purpose
Company not investing in their professional development
Limited innovation
No work-life balance
Less engaged than other generations
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02
03
04
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Challenges of Retaining Millennials
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U.S. Employee Engagement Rises Following Wild 2020 (gallup.com)
How to Improve Employee Engagement in the Workplace - Gallup
PAST FUTURE
My Paycheck My Purpose
My Satisfaction My Development
My Boss My Coaching
My Annual Review My Ongoing Conversations
My Weaknesses My Strengths
My Job My Life
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Team Leaders/Group Leaders + Colleagues + Mentors + Others
Current Process
Offer immediate feedback; provide
flexible work arrangements; extend
opportunities for personal development
Generation X
Get to know them personally; manage by
results; allow flexibility; provide
immediate feedback
Millennials
Offer opportunities to work on multiple
projects concurrently; provide work-life
blend; allow to be self-directed and independent
Gen Z24
S
M
A
R
T
Specific
Measurable
Achievable (Action-Oriented)
Relevant (Realistic)
Time-Bound
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SMARTGoals
CREATING SAFE
SPACE
MUTUAL RESPECT/DIGNITY
BE AUTHENTICBE YOURSELF
NO JUDGEMENT
ZONE
ACTIVELY LISTEN &ASK QUESTIONS
ABSOLUTE CONFIDENTIALITY REQUIREDCreate a Safe
Space
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Face the speaker; maintain eye
contact
Be attentive but relaxed
Keep an open mind, no matter
what is being said
Don’t interrupt or cut off speaker
Ask questions to gain clarity
Summarize what is being said to
confirm understanding
Be empathetic –put yourself in
speaker’s shoes
Give feedback –nods, verbal
confirmation (uh-huh, yes, really?)
Watch speaker’s non-verbals
BEH
AV
IOR
S OF A
CTIVE LISTEN
ERS
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GROUP ACTIVITY 28
CONFORMITYRely on opinions of others, not our own informed judgement
UNCONSCIOUS BIAS
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CONTRAST EFFECTCompare and contrasts against others instead of a person’s own merits
UNCONSCIOUS BIAS
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HALO EFFECTFocus on one primary “good” thing and overlook potential negative aspects
UNCONSCIOUS BIAS
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AFFINITYPrefer people who are like us in some way
UNCONSCIOUS BIAS
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ATTRIBUTIONAttribute others’ success to luck, not skill (like us)
UNCONSCIOUS BIAS
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Creating Safe Space
Psychological or Emotional Safety
Means it’s NOTexpensive to be
yourself
Dr. Timothy R. Clark: The 4 Stages of Psychological Safety34
Creating Safe Space
Psychological Safety
Vulnerability
Rewarded vs. Punished
When vulnerability is punished, social interaction becomes expensive
Dr. Timothy R. Clark: The 4 Stages of Psychological Safety35
When Safety is Low….
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Creating Psychological Safety is a Skill….
It Can be Learned
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Accountability?
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What is Accountability?
Accountability IS…..measuring an action that is to be taken You showed up for the meeting, or you didn’t You completed the assignment, or you didn’t Can only be assigned to 1 person
Accountability is NOT……the same as Responsibility Responsibility is about feeling or believing what you do is important Can be assigned to many
Accountability is so much more than scorekeeping(Key Performance Indicators/KPI’s)
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Why is it so Difficult to Hold Others Accountable?
#1 I’m busy and this is not a priority.
#2 Believe this will be an uncomfortable conversation and I don’t know how to have that conversation
#3 If I question their authority, they may question mine
#4 I don’t believe it’s worth it (I’ve done the math)
#5 My emotions get the best of me, easier to avoid OR my emotions get the best of me and I attack (silence vs. violence)
#6 I want to be a “nice person”, so I will let it slide
#7 Other…..
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S
M
A
R
T
Specific
Measurable
Achievable (Action-Oriented)
Relevant (Realistic)
Time-Bound
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Create Measurable Goals
LinkingAccountabilityandPsychological Safety P
sych
olog
ical
Saf
ety
Low
High
HighAccountability(& Motivation)
Apathetic
ComfortableLearning and
High-Performance
Anxious
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WALK/BREATHE ROOT CAUSE -MOTIVATION orABILITY?
CREATE SAFE SPACE + ASK QUESTIONS
AVOID BLAME/SHAME
MAINTAINDIGNITY/RESPECT
Top 5
Accountability Tools
ACCOUNTABILITY TOOLS
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