WELCOME TO

BUILDING THEPOWERFUL ORGANIZATION

Sylvia WynnLindeman

Practical Management Network

Our Objectives for Today:

Define the Concept of “Power” Explore the Seven Core Capabilities of Powerful Organizations

Sense of Purpose Decision Making Communication Reliability and Follow Through Ethics Willingness to Learn Resilience

Learn how to assess your organization’s strength in each area Exchange strategies for developing each capability Consider the concepts of “Readiness” and “Resistance to

Change”

Groundrules

Commit to your own development What Happens at NINAETC, Stays at

NINAETC We constitute a Learning Organization

No dumb questions No wrong answers Every Person Carries a Gift!

Check for Meaning THEN Discuss, Disagree…

“That’s An Option!” (vs “Yes, But…..”)

Getting to Know You….

Please tell us your Name Tribal Affiliation the Organization you Represent and your Role there.

What do you want to know/be able to do after this workshop?

Defining Our Terms …….

Power is…………

………….as Power Does!

Power, to be Powerful……

Possessing Foresight Capable (and has the Track Record to

prove it) Influential Commands Respect Respectful Pro-Active (vs Reactive) Has Access to Resources (God Bless the

Child….) Nimble

Core Capability One – Sense of Purpose

Learned from a vivid Vision, Mission, Goals Day-Day Behaviors Reflect Stated Values Long Term, Strategically Driven Rooted in a Higher Purpose Informs day-day activity (tasks; best use of

time?) Inspires

Dedication/Commitment/Sense of Ownership Innovation Pride

Heart Felt!

A SENSE of Purpose

Embodied by all who carry the logos Clear, mutually meaningful Consistent (not necessarily ver batim)

Litmus Test: how consistently is the organization’s Purpose described among its members?

Example: We work with Native American Government and Business who are committed to becoming Self-Renewing Organizations (15 words)

Can you describe your Organization’s Purpose in 20 words or fewer?

Assessing Sense of Purpose

Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent Vision, Mission, Goals are clear, recent,

accurate Members consistently describe (20 words or

less) Stated Values are demonstrated by

Behavior Members derive emotional value from it Inspires Strategic Thinking at every level

A “perfect” score = 5 times 10 = 50

Core Capability Two – Decision Making

Decisions are Made at the appropriate organizational

“level” Statistically of good quality Timely Reflective of input from all stakeholders Clearly supportive of the organization’s

Mission, Goals and Objectives Transparent Trustworthy

Assessing Decision Making

Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent your organization’s decision making Is timely Makes sense to those will implement/are affected Considers multiple perspectives/is collaborative Serves the purpose of the organization Happens as close to those implementing as

possible A “Perfect” Score = 5 times 10 = 50

Core Capability Three - Communication

Leadership, Functional Teams and Individuals are skilled at reaching mutual understanding with Each other, internally Clients & Partners The Community

Internal communication patterns and relationships are productive and healthy

Information is shared in a timely, considerate way

Feedback is expected and put to good use

Assessing Communication

Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent your organization’s communication Travels in both directions Is timely Builds mutual understanding Is healthy: direct, respectful, collaborative, & builds

trust Levers differences of perspective/opinion

productively A “Perfect” score = 5 times 10 = 50

Core Capability Four – Reliability & Follow Through

Planning is done regularly and input is rewarded Accountabilities/interdependencies clear &

documented How/What teams & individuals contribute to goals are

understood & frequently acknowledged/celebrated Leader-Contributor pairs talk often about individual

contributors’ priorities, time allotments and challenges

Most goals/obj. are achieved; others are revised in process because progress is monitored regularly

Learning & Innovation are embraced & fuel enthusiasm

Assessing Reliability & Follow Through

Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent Planning & tracking progress is a way of life People are unafraid to discuss conflicting priorities

and/or ask for help People feel valued & rewarded for

contributions/ideas “Mistakes” are seen as learning opportunities Innovation/Improvement ideas expected/rewarded

A “Perfect Score” = 5 times 10 = 50

Core Capability Five - Ethics

The people in leadership roles model trust and trustworthiness by upholding a strong moral code

Decisions and plans are undertaken in the interest of the higher good of tribal members/stakeholders

Choices are made in the light of Integrity Values like honesty and equity are supported by

policies, procedures; demonstrated in behavior Individuals’ needs are discussed regularly with

their leaders in the interest of assuring “fit”

Assessing Ethics

Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent Your leaders are trusted/trustworthy Your leadership and stakeholders trust staff Decisions and Plans reflect the interest/long term

good of the community Values are reflected in behavior Individual contributors’ professional/personal obj.

align with the organization’s A “Perfect Score” = 5 times 10 = 50 points

Core Capability Six – Willingness to Learn

The organization is strategically “aware” with external opportunities and threats the topic of regular, focused discussion

The organization invests in everyone’s professional development – Council/Board through interns (included in performance objectives; active succession planning)

Mentorship is the norm, not the exception Performance gaps are respectfully and immediately

handled with ensuing improvements duly noted Ideas, input, innovation valued; mistakes = learn. opp. Progress & achievements are celebrated

Assessing the Willingness to Learn Please use a number from 0 – 10 (10 is best) to

describe the strength of this core capability’s components, considering to what extent Ideas/Innovation/Cont. Improvement sought, rewarded and

strategically driven (ext. opp/threat) Prof. Devt. Planned, tracked and rewarded Conversations re: performance timely, direct, respectful and

focused on empowered progress People feel safe asking for help Achievements are celebrated

A Perfect Score = 5 times 10 = 50

Core Capability Seven - Resilience A resilient organization “self examines” in an

appreciative, realistic manner Acknowledges History: Successes & Failures Alike Plans to build on its internal strengths and

overcome those patterns that represent potential limitations to its capacity to succeed

Supports process consciousness Expresses confidence in its people Regularly celebrates progress, achievement,

success Demonstrates a healthy sense of humour

Assessing Resilience

Please use a number from 0 – 10 (10 is best) to describe the strength of this core capability’s components, considering to what extent your org.: Takes a positive, appreciative, forward moving stance

when evaluating its performance and that of its people Has identified both strengths and potential limitations Builds on strengths; works to overcome limiting patterns Focuses on problem solving in moments of crisis Consistently expresses confidence in its people

A “Perfect Score” = 5 times 10 = 50 points

Using Numeric Assessments

We are pretending these evaluative indicators are objective!

Acknowledge the subjectivity Create your own indicators (3-5) Survey your people, anonymity guaranteed Develop a statistical snapshot based on how your

people are experiencing their organizational life Celebrate your learnings; Discuss, plan Next

Steps Think “Organic System” – Champions = Top

Leaders; Engage/acknowledge everyone

How’d Your Organization “Score”?

____ Sense of Purpose ____ Decision Making ____ Communication ____ Reliability and Follow Through ____ Ethics ____ Willingness to Learn ____ Resilience

____ Over All

Time Flies…..

Thank you for participating in this workshop! Please complete the evaluation form and thanks

in advance for contributing to my professional development…..

I hope you will feel free to call or email me with whatever situations, thoughts and questions come up for you and your organization….I will be honored to support you!! Sylvia: 707-869-9402 sylvia@PracticalOD.com

See you soon!!