29
An Introduction to the The Effective Leaders Program Webinar Sandra Clark and Therese Tong June 2013
| Date post: | 21-Oct-2014 |
| Category: |
Business |
| View: | 239 times |
| Download: | 0 times |
An Introduction to the
The Effective Leaders Program
Webinar
Sandra Clark and Therese Tong
June 2013
Your own footer
Effective Leaders = Productive Employees = Increased Revenue
•Agenda •Compelling reasons to invest in developing leaders•Major Best Practices•SVTC Effective Leaders Program
•We will give you•A copy of these slides•List of data sources to support critical need for leadership development
Welcome
Effective Leaders Training
Effective Leaders = Productive Employees = Increased Revenue
Effective Leaders Training
Effective Leaders = Productive Employees = Increased Revenue
Your own footer
Do you have in place at your company an effective
leadership program that has demonstrated
results?
Question #1Effective Leadership Training Program
Your own footer
oMore moneyoPoor managementoLack of recognitionoExcessive workloadoLack of tools and resources
Question #2Why do employees leave their jobs?
• #1 reason for employees leaving?
• Exit Interview
• Post Exit Interview
Why invest in leaders?
Your own footer
o1 X annual salary
o1 ½ X annual salary
o2 X annual salary
Question #3What is the cost of an employee leaving?
Your own footer
AnswerThe cost of an employee leaving
1 ½ X annual salary
Can affect customer service, relationships, contracts, account knowledgeCan affect customer service, relationships, contracts, account knowledge
Direct costs can be categorized as separation, vacancy, recruiting, selection, hiring, orientation, training
Additional costs: recruiting staff or agency, marketing the position, temporary staff
How much turnover? When? Planned? Culture or chaos?
Indirect costs can be hard to account for but are based on some of the following: Lost productivity of person planning to leave, of other employees affected, of the vacant position, learning curve of new hire, lost producitivity of person(s) training and mentoring new employee
Concerns regarding institutional knowledge, intellectual property, design or creativity talent loss
Team, department or division morale hit after defection of key talent; product release impacted
Direct and Indirect CostsCost of Turnover
11
22
33
44
55
66
77
Are your leaders trained to engage?“Employees do not quit their companies, they quit their bosses”
Best Practice #1
Does your company have a development plan process—that is used on a regular basis—more frequently than annually?Is there access to training that arms the leader with current communication skills and awareness ?Does each leader receive feedback on their performance in relation to leadership, communications, and employee engagement?
Engaging and Investing
ththehhththehh
Words and Deeds
Your own footer
1 22The nature of employment has evolved into a partnership—have we mentored or trained our leaders to navigate that new terrain?? This territory is more than managing different generations or virtual teams.What does a leader need to know and have available to them to excel in a world where words and deeds are crucial?
• Prepare, prepare
• Schedule a time with employee
• Strongly consider off site so you are not interrupted
• Turn off the cell phones
• All questions should be about learning and listening with curiosity — not telling or demanding
• Take notes
• Questions to consider:– What do you like about your job/work?– What is keeping you with us?– What could tempt you to leave?– Would you change anything about your current assignment?– Are all your talents/skills being utilized?– What motivates you?– What de-motivates you?– How would you like to be recognized for the work you do?
The key here is to have about 10 open ended questions ready to explore with the employee and then listen.
Stay Interview OverviewTell me more about that……….
1. Invest in leaders
2. Leaders use best practices to mentor employees
3. Employees become more focused, productive and creative.
Your own footer
The SolutionInvest in leaders and hold them accountable
The Value of Writing It Down!!
Best Practice #2
Develop specific action steps using written accountability plans for creating a culture of accountability and achieving the desired resultsValue the power of a written compliment or thanks for a job well donePrepare and plan for important conversations—know your purposeAm I effective?
Accountability Follows
Goals (of all kinds)
Compliments/ thank yous/ Acknowledgements
Important conversations before you plunge in
Consider a managment journal where one pays attention to how, when, where they are communicating—Am I effective?
Write it down
Your own footer
1 22
Your own footer
Effective LeadershipIncreases revenue
Effective Leaders Program Details
Your own footer
Effective Leaders ProgramProgram Components
Assessment (pre-work)Action Planning and Assessment
Review Workshop Core Communication Skills Workshop Elective Workshops - modules
( 3 selected by company)1:1 Coaching - action plan follow up
The Kenneth Thomas Work Engagement Profile
• The assessment measures four intrinsic rewards: meaningfulness,
choice, competence, and progress.
• The Work Engagement Profile uniquely focuses on measuring intrinsic rewards and providing insights that can directly affect your organization's bottom line because it addresses work engagement at the core level—the employee's feelings about the work itself.
Effective Leaders Program
Your own footer
Pre-work and 2 Modules are required:
• Assessment – Pre-work• Action Planning and Assessment Review
Workshop • Core Communication Skills
Effective Leaders Program
Core Communications Skills
• Understanding how your communication style impacts others is an important component of effective communication.
• There is a wide communication spectrum and some styles may be more effective for use in different situations or with different people.
Effective Leaders Program
3 Elective Workshops Selected by the company
•Changing Conflict Dynamics•Cross Cultural Business•Organizational Politics •Negotiating in the workplace•Executive Presence and Presentations
•Leading for Results•Coaching for Development
and Performance •Emotional Intelligence •High Performance Teaming
for Managers •Leading Meetings
Your own footer
How to make it stick?!
1:1 Coaching
Effective Leaders ProgramAction Plan and Coaching
Effective Leaders Action PlanSample Action Plan (partial)
Leadership Goal
Description Vision Short-term Medium-term
Long-term
Improve Public-speaking skills
An additional effort to improve my confidence as a leader, I need to focus on sharpening my public speaking skills.
I strive to be a respected leader, honest, inspiring, motivating, thorough, trustworthy and respectful of others.
* Volunteer for more opportunities to speak in meeting settings, particularly in meetings with upper management* Meet with mentor to discuss more ways I can improve my public speaking skills (better powerpoint usage (or non-usage); practice tips).
* Look to enroll in Toastmasters club in my area* Speak up more in social situations (weddings), where I might otherwise not * Learn and practice skills in the area of mindfulness and being present
•Request participation in more high-profile presentations•* Volunteer for larger organizational meetings (Office site-specific presentations) or Escape committee participation or leadership role
Strive to build personal relationships and connections
* Experiment with different communication styles, related to different personality types; take notes, see what is effective, what worked,
Become the person that everyone feels is easy to work with, inspires candidness, forthrightness, and engenders excitement to be part of a team and realize a project goal.
* Begin experimenting with 5 actions of leaders in controlled settings (my own project team meetings). Take notes on what appears to be effective
* Compare results as projects complete: Over course of life of project, did communication, engagement improve?
* Reflect on general trends: Have my relationships changed fundamentally? Has my own perspective changes? Have I become more positive?
Sustaining --and putting into action-- any training or development program becomes
the hardest task of all.
Your own footer
Sustaining Leadership
Assessment
Coaching
Workshops
Your own footer
Effective Leaders DevelopmentCoaching
Defeat the “Never Use It Problem”
Coaching: Action Plan Follow up
Participants will create individual action plans and receive 2 hours of (phone and email) personal follow up coaching to address their individual challenges and assess progress towards their goals.
*additional coaching available
Effective Leaders Development
Your own footer
1. Invest in leaders
2. Leaders use best practices to mentor employees
3. Employees become more focused, productive and creative.
Your own footer
The SolutionInvest in leaders and hold them accountable
Your own footer
Effective Leaders = Productive Employees = Increased Revenue
•Agenda •Compelling reasons to invest in developing leaders•Major Best Practices•SVTC Effective Leaders Program
•We will give you•A copy of these slides•List of data sources to support critical need for leadership development•Access to a recording of this webinar to share
What we have covered today
HR Magazine Articles
Trim Turnover with realistic job previews – 1-12 issue
Engage and retain with ”stay” interviews – 12-11 issue
Being Clear Isn’t Enough – 4-11 issue
The Conference Board Report
Employee Engagement - A review of current research and its implications (2006) Excellent and comprehensive work that includes topic definition and exploration of the leading drivers.. Examines employee engagement's powerful link to performance, and its impact on financial success.
Harvard Business Review http://www.hbr.org
The Oz Principle http://www.ozprinciple.org (http://www.ozprinciple.com/self/why-accountability/)
Corporate Leadership Council -- Wide variety of studies available.
Quotes from 2011 Report on Building Engagement Capital: Employees with high engagement capital have greater resilience to change. Performance against revenue expectations is 23% greater for companies with high engagement capital.
Effective Leaders ProgramResources Notes
