Leadership Mastermind
4/24/2017
Leadership Mastermind 4.21.17
Thank You
(C) 2017 People Centric Consulting Group
The People Centric Team Randy Mayes, M.B.A C.C Don Harkey Diana Day Bethany Bishop Jessy Glair John Battaglia, D.MIN, A.C.C. Jenn Harrison, M.A. (C) 2017 People Centric Consulting Group
1
4/24/2017
10 Mistakes Managers Make that Damage Culture With help from “The Office” - NBC
(C) 2017 People Centric Consulting Group
#10 Micromanaging
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture Fundamental Components of Motivation 1) Working within Strengths 2) Working towards a Clear and Common Purpose 3) Autonomy
(C) 2017 People Centric Consulting Group
2
4/24/2017
10 Mistakes Managers Make that Damage Culture As a manager would you rather have a team that… a) Implements your solutions to problems b) Solves their own problems
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
As a manager, you should lead your team like you are trying to make your own job obsolete
(C) 2017 People Centric Consulting Group
#9 Awkward / Ineffective Feedback
(C) 2017 People Centric Consulting Group
3
4/24/2017
10 Mistakes Managers Make that Damage Culture
What is the highest position you want to reach in our company? ____________
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
What is the highest position you want to reach in our company?
CEO
____________
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
(C) 2017 People Centric Consulting Group
4
4/24/2017
10 Mistakes Managers Make that Damage Culture Forms of Ineffective Feedback • Dismissive / Lack of Respect • Judging Intentions • Angry / Overly Emotional • Extreme • Easily Distracted / Getting Off the Point
(C) 2017 People Centric Consulting Group
#8 Shoot Down Ideas
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Remember Autonomy?
(C) 2017 People Centric Consulting Group
5
4/24/2017
10 Mistakes Managers Make that Damage Culture
…but some ideas are bad
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
When you ask for ideas, be clear about who will make the final decisions.
(C) 2017 People Centric Consulting Group
#7 Gossip / Backfeeding Info
(C) 2017 People Centric Consulting Group
6
4/24/2017
10 Mistakes Managers Make that Damage Culture
Sometimes managers just want someone to talk to… …then you say something you shouldn’t.
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
MANAGER SAYS: “I am so frustrated with Tom. He just doesn’t seem to get it.”
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
EMPLOYEE SAYS: “I agree! I think Tom is difficult!”
(C) 2017 People Centric Consulting Group
7
4/24/2017
10 Mistakes Managers Make that Damage Culture
EMPLOYEE THINKS: I wonder if my manager talks about me to other people…
(C) 2017 People Centric Consulting Group
#6 Lack of Clarity
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
“Hey. I’ve got a TV in my office that you can use for the expo.”
(C) 2017 People Centric Consulting Group
8
4/24/2017
10 Mistakes Managers Make that Damage Culture
STRIVE FOR
RADICAL CLARITY
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Go back to the “WHY”
(C) 2017 People Centric Consulting Group
#5 Taking Sides
(C) 2017 People Centric Consulting Group
9
4/24/2017
10 Mistakes Managers Make that Damage Culture
“Maybe you are both right”
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
It’s not about WHO is right, its more about WHAT is right. Remember that WHO leads to blame, WHAT leads to accountability.
(C) 2017 People Centric Consulting Group
#4 Take Credit / Give Blame
(C) 2017 People Centric Consulting Group
10
4/24/2017
10 Mistakes Managers Make that Damage Culture
Be cautious of accolades – make sure the team gets them
(C) 2017 People Centric Consulting Group
#3
Don’t Treat People like People
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
“I could keep 98% of my clients out of court if they would just…”
(C) 2017 People Centric Consulting Group
11
4/24/2017
10 Mistakes Managers Make that Damage Culture
“I could keep 98% of my clients out of court if they would just treat their people like people.”
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Documentation can help you once you get to court, but they can also help get you to court.
(C) 2017 People Centric Consulting Group
#2 Don’t Listen
(C) 2017 People Centric Consulting Group
12
4/24/2017
10 Mistakes Managers Make that Damage Culture
A key to employee engagement is when an employee feels respected and heard by their manager.
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Every manager says they are willing to listen, but the real opportunities to listen come in unexpected forms.
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
EMPLOYEE “I’ve got too much work to do”
(C) 2017 People Centric Consulting Group
13
4/24/2017
10 Mistakes Managers Make that Damage Culture
“People do things for a good reason, but it is THEIR reason, not YOURS.” - Randy Mayes
(C) 2017 People Centric Consulting Group
#1 Don’t Walk the Talk
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Safety First!
(C) 2017 People Centric Consulting Group
14
4/24/2017
10 Mistakes Managers Make that Damage Culture
Quality is Important!
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
We value hard work!
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Accountability – not doing your job of holding people accountable to good work while talking about good work
(C) 2017 People Centric Consulting Group
15
4/24/2017
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Cutting Costs – still spending money where it doesn’t need to be spent
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Making promises you can’t keep
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Bypassing your own processes
(C) 2017 People Centric Consulting Group
16
4/24/2017
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Talking empowerment, but not empowering people
(C) 2017 People Centric Consulting Group
Questions What questions do you have?
(C) 2017 People Centric Consulting Group
Next Leadership Mastermind When: May 19th (7:30-9:30) What: The Company Breakup – When an Employee Leaves Who: Don Harkey, CIO Where: 425 Downtown How: Membership is $890/year (allows 3 people per session) (C) 2017 People Centric Consulting Group
17
4/24/2017
Contact Us People Centric Consulting Group 429 W. Walnut Springfield, MO. 65806 (417) 887-6760 [email protected] Peopleccg.com
(C) 2017 People Centric Consulting Group
18
Leadership Mastermind 4.21.17
Thank You
(C) 2017 People Centric Consulting Group
The People Centric Team Randy Mayes, M.B.A C.C Don Harkey Diana Day Bethany Bishop Jessy Glair John Battaglia, D.MIN, A.C.C. Jenn Harrison, M.A. (C) 2017 People Centric Consulting Group
1
4/24/2017
10 Mistakes Managers Make that Damage Culture With help from “The Office” - NBC
(C) 2017 People Centric Consulting Group
#10 Micromanaging
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture Fundamental Components of Motivation 1) Working within Strengths 2) Working towards a Clear and Common Purpose 3) Autonomy
(C) 2017 People Centric Consulting Group
2
4/24/2017
10 Mistakes Managers Make that Damage Culture As a manager would you rather have a team that… a) Implements your solutions to problems b) Solves their own problems
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
As a manager, you should lead your team like you are trying to make your own job obsolete
(C) 2017 People Centric Consulting Group
#9 Awkward / Ineffective Feedback
(C) 2017 People Centric Consulting Group
3
4/24/2017
10 Mistakes Managers Make that Damage Culture
What is the highest position you want to reach in our company? ____________
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
What is the highest position you want to reach in our company?
CEO
____________
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
(C) 2017 People Centric Consulting Group
4
4/24/2017
10 Mistakes Managers Make that Damage Culture Forms of Ineffective Feedback • Dismissive / Lack of Respect • Judging Intentions • Angry / Overly Emotional • Extreme • Easily Distracted / Getting Off the Point
(C) 2017 People Centric Consulting Group
#8 Shoot Down Ideas
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Remember Autonomy?
(C) 2017 People Centric Consulting Group
5
4/24/2017
10 Mistakes Managers Make that Damage Culture
…but some ideas are bad
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
When you ask for ideas, be clear about who will make the final decisions.
(C) 2017 People Centric Consulting Group
#7 Gossip / Backfeeding Info
(C) 2017 People Centric Consulting Group
6
4/24/2017
10 Mistakes Managers Make that Damage Culture
Sometimes managers just want someone to talk to… …then you say something you shouldn’t.
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
MANAGER SAYS: “I am so frustrated with Tom. He just doesn’t seem to get it.”
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
EMPLOYEE SAYS: “I agree! I think Tom is difficult!”
(C) 2017 People Centric Consulting Group
7
4/24/2017
10 Mistakes Managers Make that Damage Culture
EMPLOYEE THINKS: I wonder if my manager talks about me to other people…
(C) 2017 People Centric Consulting Group
#6 Lack of Clarity
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
“Hey. I’ve got a TV in my office that you can use for the expo.”
(C) 2017 People Centric Consulting Group
8
4/24/2017
10 Mistakes Managers Make that Damage Culture
STRIVE FOR
RADICAL CLARITY
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Go back to the “WHY”
(C) 2017 People Centric Consulting Group
#5 Taking Sides
(C) 2017 People Centric Consulting Group
9
4/24/2017
10 Mistakes Managers Make that Damage Culture
“Maybe you are both right”
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
It’s not about WHO is right, its more about WHAT is right. Remember that WHO leads to blame, WHAT leads to accountability.
(C) 2017 People Centric Consulting Group
#4 Take Credit / Give Blame
(C) 2017 People Centric Consulting Group
10
4/24/2017
10 Mistakes Managers Make that Damage Culture
Be cautious of accolades – make sure the team gets them
(C) 2017 People Centric Consulting Group
#3
Don’t Treat People like People
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
“I could keep 98% of my clients out of court if they would just…”
(C) 2017 People Centric Consulting Group
11
4/24/2017
10 Mistakes Managers Make that Damage Culture
“I could keep 98% of my clients out of court if they would just treat their people like people.”
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Documentation can help you once you get to court, but they can also help get you to court.
(C) 2017 People Centric Consulting Group
#2 Don’t Listen
(C) 2017 People Centric Consulting Group
12
4/24/2017
10 Mistakes Managers Make that Damage Culture
A key to employee engagement is when an employee feels respected and heard by their manager.
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Every manager says they are willing to listen, but the real opportunities to listen come in unexpected forms.
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
EMPLOYEE “I’ve got too much work to do”
(C) 2017 People Centric Consulting Group
13
4/24/2017
10 Mistakes Managers Make that Damage Culture
“People do things for a good reason, but it is THEIR reason, not YOURS.” - Randy Mayes
(C) 2017 People Centric Consulting Group
#1 Don’t Walk the Talk
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Safety First!
(C) 2017 People Centric Consulting Group
14
4/24/2017
10 Mistakes Managers Make that Damage Culture
Quality is Important!
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
We value hard work!
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Accountability – not doing your job of holding people accountable to good work while talking about good work
(C) 2017 People Centric Consulting Group
15
4/24/2017
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Cutting Costs – still spending money where it doesn’t need to be spent
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Making promises you can’t keep
(C) 2017 People Centric Consulting Group
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Bypassing your own processes
(C) 2017 People Centric Consulting Group
16
4/24/2017
10 Mistakes Managers Make that Damage Culture
Common Places we See Managers Fail to “Walk the Talk” Talking empowerment, but not empowering people
(C) 2017 People Centric Consulting Group
Questions What questions do you have?
(C) 2017 People Centric Consulting Group
Next Leadership Mastermind When: May 19th (7:30-9:30) What: The Company Breakup – When an Employee Leaves Who: Don Harkey, CIO Where: 425 Downtown How: Membership is $890/year (allows 3 people per session) (C) 2017 People Centric Consulting Group
17
4/24/2017
Contact Us People Centric Consulting Group 429 W. Walnut Springfield, MO. 65806 (417) 887-6760 [email protected] Peopleccg.com
(C) 2017 People Centric Consulting Group
18
