Developing a Culture of Responsible Leadership

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DEVELOPING A CULTURE OF RESPONSIBLE LEADERSHIP @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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WHY? @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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PERFORMANCE & HAPPINESS @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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COUNTLESS RELATED WHY’S INDIVIDUALS Ability to get things done Performance ProducKvity Clarity and sanity Resourcefulness Engagement CollaboraKon Work-‐life integraKon and sustainability Fun and happiness Conﬁdence Humility

TEAMS Shared Ownership Engagement Shared Leadership High-‐Performance Dynamics Commitment MoKvaKon Self-‐organizing Trust Respect Agility

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ORGANIZATION ProducKvity Agility Learning InnovaKon Engagement Morale Energy Community

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HOW? @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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WE KNOW HOW TO SHIFT CULTURE

THERE IS JUST ONE SIGNIFICANT CONSTRAINT

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THE FUNDAMENTAL ASSUMPTIONS OF LEADERS

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GOOD NEWS. WE KNOW HOW TO INTERRUPT AND RE-‐PATTERN THOSE ASSUMPTIONS…

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…WITH WILLING LEADERS

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WHAT? @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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ACCOUNTABILITY ≠ RESPONSIBILITY

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ACCOUNTABILITY IS VERTICAL How we managed before complexity …and sKll the dominant mental model

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RESPONSIBILITY IS HORIZONTAL

How anything REAL gets done in a complex world And the mental models are young

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X

@ChristopherAver #LeadershipGi3 ChristopherAvery.com

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X

@ChristopherAver #LeadershipGi3 ChristopherAvery.com

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X X

X

X

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HOW WE RESPOND TO PROBLEMS

RESPONSIBILITY OBLIGATION SHAME

QUIT

JUSTIFY PROBLEM

LAY BLAME

No growth occurs here

DENIAL @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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WHY THIS IS IMPORTANT

It’ our NATURAL MENTAL & SOCIAL PROCESS behind ü  SUCCESS ü  LEADERSHIP ü  TEAMWORK ü  PROBLEM-‐SOLVING ü  LEARNING ü  CHANGE …OR THE LACK THEREOF @ChristopherAver #LeadershipGiM ChristopherAvery.com ©Partnerwerks Inc

3 KEYS TO RESPONSIBILITY

INTENTION AWARENESS CONFRONT @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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ITERATIVE, INCREMENTAL

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ACCOUNTABILITY ≠ RESPONSIBILITY

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CREDIBLE THREAT

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CREDIBLE TRUST & COMMITMENT

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SCARCITY

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EXPANSIVE

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EXTRINSIC

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INTRINSIC

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@ChristopherAver #LeadershipGi3 ChristopherAvery.com

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DETERMINISTIC, LINEAR READY AIM FIRE @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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ADAPTIVE, EMPIRICAL READY

FIRE

AIM @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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WHEN ACCOUNTABILITY > RESPONSIBILITY UNHAPPY PEOPLE LOW PERFORMANCE @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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WHEN RESPONSIBILITY > ACCOUNTABILITY HAPPY PEOPLE AMAZING PERFORMANCE @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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DYNAMICS BEFORE MECHANICS SCALABLE BEHAVIORS NOT SCALABLE PROCESSES

TAKEAWAY

RESPONSIBILITY TRUMPS ACCOUNTABILITY

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TAKEAWAY

RESPONSIBILITY PRACTICES TRUMP ACCOUNTABILITY PRACTICES

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TAKEAWAY

MASTERING RESPONSIBILITY TRUMPS MASTERING ACCOUNTABILITY

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OUR NATURAL EMPIRICAL MINDSET

(IF WE USE IT) INTENTION AWARENESS CONFRONT

GROW

COPE

WE KNOW HOW TO SHIFT CULTURE

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HOW TO DEVELOP MASTERY Workshops, yes, they help people However, mastery rapidly accrues through the proven habit-‐change technology of support groups called “Mastery Groups”

Jane joins a Mastery Group of up to 12 leaders who commit to meet monthly for 2.5 hours. The group is supported by a Leadership Gift Mastery Coach. @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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RAPID INCREMENTAL GROWTH

As top leader Jane experiences breakthrough after breakthrough, she develops more power over her coping habits and stressors. Her ability to face challenges accelerates, and so does her performance. @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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LEADERSHIP TEAM TRANSFORMS

When Jane participates in a Mastery Group with other leaders, they rapidly improve how they communicate with each other, how they address problems together, how they support and challenge each other, AND they skyrocket their performance and happiness. @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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THE SYSTEM SHIFTS

When members of the organizational eco-system witness how Jane and other top leaders step up and own problems both individually and together -- along with the freedom and engagement it creates -- those members step up too.

Practicing responsibility gets into the fabric of the organization delivering performance and sanity everywhere. Cement this in your culture by promoting and back-filling based on who best practices responsibility. @ChristopherAver #LeadershipGi3 ChristopherAvery.com © PARTNERWERKS INC

SUCCESS CASE

800-‐member ITS organizaKon (Fortune 300) IT Spend

$155 Million Leaders

Staﬀ

Directors

5

Employee

611

Managers

15

Contract

227

Team Leads

27

838

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ITS -‐ TIMELINE

Months 1-‐6

Months 7-‐24

80 formal and informal leaders parKcipated in 2-‐day LEADERSHIP GIFT workshop

Thirty leaders parKcipated regularly in three Mastery Groups. Select one-‐on-‐one coaching for a few leaders

Very posiKve results accrued for the ITS organizaKon and their business customers.

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ITS IMPACTS QUALITATIVE RESULTS 1. Responsible and CollaboraKve Amtudes and Behavior 2. Using the Language of Responsibility 3. Leadership Resourcefulness DisKnctly Improved

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ITS IMPACTS QUANTITATIVE RESULTS 1.  Six New Line Supervisors Fully FuncKonal Six Months Faster Than Expected Direct Savings: 1/3 * 6 supervisors * 6 months = 1 FTE

2.  SoluKon Delivery Process (SDP) Accelerated by 3 to 5 Months Direct Savings: 50 people part-‐Kme, ~7 FTE * 3 months = 2.5 FTE

3.  Gallup Workplace Quality Scorecard Up Signiﬁcantly Ten of twelve items measuring employee engagement improved signiﬁcantly (0.2 movement and greater) during the Mastery program. @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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SUCCESS – A SMALL BUSINESS

PROBLEM •  Bleeding money, bad reputaKon •  Worst employer in town •  Turn-‐around needed

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SUCCESS – A SMALL BUSINESS SOLUTION •  Mastery for leadership team •  Trained every employee annually including janitors

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SUCCESS – A SMALL BUSINESS RESULTS •  Culture of responsibility developed rapidly •  Company operaKng at the top of its industry in every metric •  Margins 12x industry average •  Company recently sold for a 10X mulKple

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SUCCESS – A SMALL BUSINESS

Year

Revenue

Number of People

Wages

Net Margins

P/L Result

2001

$4 million

120

$1.6 million

0

1.9 Million

2009

$13 million

55

$2 million

15%

☺

2012

$16.5 million

65

$2.2 million

24.5%

Sold for a 10X mulKple

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? @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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NEXT STEPS

Decide if the Responsibility Process is real. Refuse to sewle for less – for yourself, teams, family, organizaKon, society. Check out 8 GREAT LIES OF LEADERSHIP series. @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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NEXT STEPS

Immerse. Find or build a support system. Stop trying to change others. Go where your responsibility is valued. Get the 5 FLAWLESS STEPS TO BUILDING A STRONG EXECUTIVE LEADERSHIP TEAM special report @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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ULTIMATELY YOU WILL BE FULFILLED AND REWARDED BY HOW MANY PEOPLE AND TEAMS – NOT MANAGERS – YOU SERVE @ChristopherAver #LeadershipGi3 ChristopherAvery.com

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d a o l n w o D s e d i l my s ChristopherAvery.com/presentation-archive

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