High Performance:
The Art of Staying RelevantNick Ruehl, AIA
Event #61 Handouts
2016 AIA Minnesota State Convention
2016 AIA Minnesota Convention
High Performance:
The Art of Staying RelevantNick Ruehl, AIA
2016 AIA Minnesota Convention
Objectives• Inspired to Stay Relevant & Perform Your Best
• Understand Cultural Trends (Jeffries)
• Learn 8 Steps Staying Relevant
• Lead a Conversation About Cultural Trends
2016 AIA Minnesota Convention
Today’s Agenda• Discuss Relevancy & HP, Leadership, & Culture
• Review the 14 Cultural Trends (Jeffries)
• Small Group Breakout - 14 Cultural Trends
• Share 8 Inspirations to Stay Relevant
2016 AIA Minnesota Convention
RelevantCurrently Meaningful
or Purposeful
2016 AIA Minnesota Convention
ContinuousLearning
2016 AIA Minnesota Convention
ProjectsDesign, Codes, Metrics, Systems
ProcessesCM, D/B, IPD, ID
Technology CAD, CRM, PM, 3DP, VR
2016 AIA Minnesota Convention
People & Culture
2016 AIA Minnesota Convention
PeopleHuman Interaction
Communication / Teaming / Diversity
Rapidity of ChangeLearn / Unlearn / Learn
Forces of StressWork / Family / Financial
Leadership DevelopmentSelf Awareness & Emotional Intelligence
2016 AIA Minnesota Convention
Organizational CultureHuman Interaction
Virtual, Communication, Community
Rapidity of ChangeFads v Trends
Forces of StressSchedules / Processes / Financial
Organizational LeadershipCrafting the Vision & Living the Values
2016 AIA Minnesota Convention
Alvin Toffler, FuturistFuture Shock, Third Wave, Powershift
“The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn. ”
Alvin Toffler
2016 AIA Minnesota Convention
Leaders are Responsible for
&Stewards of the Culture
2016 AIA Minnesota Convention
The Five Practices of Exemplary Leadership:
What Leaders “Do”:
• Personify the Shared Values
• Teach Others To Model the Values
2016 AIA Minnesota Convention
2 Truths of 10
#2: Credibility is Foundation
•Honest, Forward-Looking, Inspiring, Competent
#8: Either Lead by Example or You Don’t Lead at All
2016 AIA Minnesota Convention
“Leaders must take a role in developing, expressing, and defending civility and values.”
Max De PreeFormer CEO, Herman Miller
• Integrity• Building & Nurturing Relationships• Community Building
2016 AIA Minnesota Convention
StewardshipThe Careful and Responsible Management
of Something Entrusted to One's Care.
2016 AIA Minnesota Convention
Design Professionals
HealthSafety
Welfare
2016 AIA Minnesota Convention
Leaders
Power to Lift Up& the
Power to Let Down!
2016 AIA Minnesota Convention
You cannot sustain High Performance
without your
people and your firm being Relevant
2016 AIA Minnesota Convention
8 Inspirationsfor Leaders to Stay Relevant
2016 AIA Minnesota Convention
Scan The Horizon
2016 AIA Minnesota Convention
Evaluate Fad v Trend
2016 AIA Minnesota Convention
Will
William “Bill” Jeffries
2016 AIA Minnesota Convention 2016 AIA Minnesota Convention
Your Attitudes&
Your Experiences
2016 AIA Minnesota Convention
Old Culture
Discussion • Top Down
• One Way
New Culture
Dialogue:• Bottom Up, 2 Way
• Multiple Inputs
• Honest Feedback
2016 AIA Minnesota Convention
Old Culture
Avoid Risk • Status Quo
New Culture
Reward Risk:• Try / Embrace
New Approaches
2016 AIA Minnesota Convention
Old Culture
Not Failing• Leadership Focus
• Picture of Failure
New Culture
Succeeding• Leadership Vision
• Picture of Success
2016 AIA Minnesota Convention
Old Culture
Hesitancy• Tell Half Truth To
Avoid Conflict
New Culture
Openness / Trust• Honest
Disagreement
• Creative Tension
2016 AIA Minnesota Convention
Old Culture
Information
Orientation • Updating
• Sharing
New Culture
Process
Orientation• Challenge / ????
• Solve / Innovate
2016 AIA Minnesota Convention
I hope it’s during a staff meeting because the transition to death would be so subtle.
If I Die:
2016 AIA Minnesota Convention
Old Culture
Filing
Information• Stratification
• Protection
New Culture
Sharing
Information• Up & Down Org.
• Ins & Outs of Bus.
2016 AIA Minnesota Convention
Old Culture
Individual Agenda • Personal
• Department
• Location
New Culture
Team Agenda• Incentives
• Rewards
• Recognition
2016 AIA Minnesota Convention
Old Culture
Obtrusive
Hierarchy Focus:• Strata, Bureaucracy
• Game of Favorites
New Culture
Transparent
Hierarchy Focus:• Remove Obstacles
• Work / People
2016 AIA Minnesota Convention
Old Culture
Control• Directive
• One Way ‐ Down
New Culture
Involvement• Do It Together
• Empowerment
2016 AIA Minnesota Convention
Old Culture
Internal
Competition Focus: • Status / Resources
• Depts. / Teams
New Culture
External
Competition Focus:• Prospects / Market
• Industry Knowledge
2016 AIA Minnesota Convention
Old Culture
Use Knowledge• Conceal Lessons
• Silos
New Culture
Apply Learnings• Transfer Lessons
• Across Company
2016 AIA Minnesota Convention
Old Culture
Directed• Prescribed
• Systematic
• Regimented
New Culture
Empowered• Enabled
• Lead to Achieve HP
• Ground‐Up Success
2016 AIA Minnesota Convention
Old Culture
Individual Values• Personal Values
• Many Differences
• Rights to Values
New Culture
Shared Values• Company Values
• What Matters
• Rewarded Or Not
MyValues
MyValues
MyValues
Our Values
2016 AIA Minnesota Convention
Old Culture
Accept
Differences• Begrudging / Legal
• Quotas / Parity
New Culture
Value
Diversity• Humane, Practical
Pragmatic
WAS²M³TJ
2016 AIA Minnesota Convention
Small Group Exercise
ChallengeSolutionAction
2016 AIA Minnesota Convention
3 People / Group1 Principal / Group
30 Minutes
2016 AIA Minnesota Convention
Challenge / 5 Min
Brainstorm / 4 Min
Action / 1 Min
X3 (10 Min / Person)
Key Take-Aways (Ahas)
2016 AIA Minnesota Convention
Scan The Horizon
2016 AIA Minnesota Convention
Evaluate Fad v Trend
2016 AIA Minnesota Convention
Stretch For Alternatives
2016 AIA Minnesota Convention
Courageously Decide
2016 AIA Minnesota Convention
Plan the Change
2016 AIA Minnesota Convention
Stay the Course
2016 AIA Minnesota Convention
Seek & Understand Feedback
2016 AIA Minnesota Convention
Adjust the Sails
2016 AIA Minnesota Convention
LeaderLeader
Leader
Who’s Job Is It?
2016 AIA Minnesota Convention
“With One Minor Exception, the Entire World is Made Up of Others.”
John Maxwell
2016 AIA Minnesota Convention
Stay Relevant!
Make a Difference!
Old Culture New Culture Discussion
Avoid Risk
Focus = Not Failing
Hesitancy (Checking)
Information Orientation
File Information
Individual Agenda
OBTRUSIVE Hierarchy
Control
Internal Competition
Use Knowledge
Directed
Individual Values
Accept Differences
Dialogue
Reward Risk
Focus = Succeeding
Openness & Trust
Process Orientation
Share Information
TEAM Agenda
TRANSPARENT Hierarchy
Involvement
External Competition
Apply Learnings
Empowered
Shared Values
Value DiVersIty
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Definitions 1. Discussion vs. Dialogue: Top Down, One Way vs. Encouraged Bottom Up, Two Way, Multiple Inputs, Honest Feedback
2. Risk Avoidance vs. Risk Rewarding: Status Quo vs. Willingness to Try/Embrace New Approaches
3. Not Failing vs. Succeeding: Focus/Vision of the Leadership Message
4. Hesitancy vs. Openness and Trust: Hesitant to Tell Whole Truth to Avoid Conflict vs. Honest Disagreement
5. Information vs. Process Orientation: Focus of Meetings – Updating/Sharing/Information vs. Challenge/Solve/Fix
6. File Information vs. Share Information: Stratification/Protection of Information vs. Sharing Up and Down Organization
7. Individual Agenda vs. Team Agenda: Reward Individual vs. Team / Department vs. Team / Location vs. Team
8. Obtrusive vs. Transparency Hierarchy: Obsessive Attention to Hierarchy (Suck Up) vs. All Focused on Work & Customer
9. Control vs. Involvement: Directive, One Way ‐ Down vs. Learning / Doing It Together / Empowerment
10. Competition Within vs. Without: Focused on Competition for Internal Resources/Status vs. Competing Externally
11. Use Knowledge vs. Apply Learnings: Protection of Lessons Learned (Silos) vs. Wide Sharing of Lessons Learned/Change
12. Directed vs. Empowered: People are Directed vs. People Enabled to be Empowered
13. Individual vs. Shared Values: Organizational Values Clear, Understood Internally and Externally, Behaviors Aligned
14. Accept Differences vs. Value Diversity: Race/Gender/Personality ‐ Grudging Acceptance vs. Avid Valuing
“Growing A High Performance Culture”
Cultural Self-Assessment Where Am I? Where Are We?
Ruehl + Nick Ruehl, AIA Ruehl + Associates 612‐889‐2851 [email protected]
Assessment used with permission from William C. Jefferies, Author
InvolveInspireInvest
Innovate
8 Steps To Staying Relevant
High Performance: The Art of Staying Relevant!
Leaders areResponsible for
&
Stewards of the Culture
Nick Ruehl, AIA Ruehl + Associates 612‐889‐2851 [email protected] +
2016 State Convention