Leadership Steps to High Performance. Copyright SAM SLAY and 357 SOLUTIONS, LLC - All Rights Reserved

Transcription

1 2 Leadership Steps to High Performance

2 Phases of Organizational Growth High Performance & Productivity Chaos Inconsistent results Processes, structures & systems not in place Inadequate resources Lack of clear direction& goals Shifting priorities Unclear polices & procedures Lack of teamwork Stability Consistent performance results Basic processes, structure & systems in place Adequate resources in place Clarity of goals & direction Consistency of priorities Well-defined polices & procedures Growth from new business opportunities Optimum levels of productivity Excellent performance results Refined processes, structure & systems aligned to strategy High level of participation & empowerment of people Respect for people embedded in the culture Good communication & information sharing

3

4 What is 357 Solutions, LLC? Leadership Development Employee Development High Performance Teams Management Training 357 Solutions. LLC is a Leadership Coaching, Management Consulting, and Employee Training company specializing in High Performance Organizational and Human Resources Development. Saving you TIME and MONEY

5 Who is Sam Slay? A Cheerleader for Management and An Advocate for Employees Sam is a Speaker, Leadership Coach, Management Consultant, Facilitator, and Trainer who challenges the process, to improve your future. "If It ain t broke, then why fix it." Sam will tell you it's because you don't know it's broken and your staff is too afraid to point it out. Sam Bridges the Gap between customers, employees and managers.

6 Star Performer - Explorer Vacationer Hostage Terrorist Which Employee Are You?

7 Star Performer Vacationer Hostage Terrorist You must invest in and reward Star Performers for their outstanding performance, contributions and more importantly to keep them employed in your organization.

8 Explorers Vacationer Hostage Terrorist Are the type who recognize the need and benefits of your organization and are open to exploring new methods and ideas through formal training and informal discussion

9 Vacationers Hostage Terrorist Star Performer Explorer Are those that may be ambivalent about your organization initially and would volunteer to do anything that gets them out of work, but they may turn into explorers when they discover the benefits from the interaction and Learning Environment

10 Hostages Terrorist Vacationers Star Performer Explorer Are those who may work for an organization but don't wish to participate. They do not volunteer and they are clearly aggravated about being away from their day-today routines. They are unlikely to turn into explorers, but so long as you employ them, they should be required to participate.

11 Terrorists Hostage Vacationers Star Performer Explorer Going to try to dismantle your organization. Their LIABILITIES clearly outweigh their ASSETS. They are prime candidates for immediate removal, so that someone who will benefit the organization can to take their place.

12 Cost of Lost Customers Line Staff can cost you more customers than management can acquire 1 customer out of 26 may actually complain Dissatisfied customers will tell more people than satisfied customers Remedy a complaint and MOST customers will remain customers It can cost 5 times more to obtain NEW customers than keep existing ones

13 How would you like to keep 70% of your lost customers? According to commercial customers lost by 14 major manufacturing and service companies 15% "found a better product" How Customers are Lost 15% "found a cheaper product" 20% cited "lack of contact and individual attention" from the company. 50% said "contact from old supplier s personnel was poor in quality."

14 SHRM-ANSI Approved Standard Feb 8, CPH = External Cost + Internal Costs / Total Number of Hires in a Time Period External Costs Internal Costs Total Number of Hires Cost Per Hire

15 Turnover Costs Separation Costs Replacement Costs Training Costs Productivity Costs SHRM AlignMark Corp.

16 Measuring Turnover Costs Exit Recruiting Interviewing Hiring Orientation Training Compensation While Training Lost Productivity Customer Dissatisfaction Reduced or Lost Business Administrative Costs Lost Experience Temporary Workers???

17 1 Hire for attitude Interview in a Formal Setting 2 Interview Off-Site 3 Provide a Realistic Job Preview

18 1 2 TRAIN FOR SKILL Teach the Desired Skills Allow Employees to 2 Demonstrate 3 Micromanage to Success

19 1 2 3 RECOGNIZE EMOTIONAL INTELLIGENCE Employees are Emotional 2 Stretch Their Capabilities 3 Invest in Their Education

20 DEVELOP A PHILOSOPHY Determine The Philosophy 2 Obtain Buy-In 3 Reward the Desired Behavior

21 FOSTER THE DESIRED CULTURE Principles Versus Preferences 2 Compromise Preferences 3 Make Deposits to the TRUST BANK

22 STAKEHOLDER SURVEYS Do They Know the Mission 2 Do They REALLY Know YOU 3 The First Survey is Anonymous

23 COMMUNICATION DEVELOPMENT How Do You Communicate Do Your Words Match 2 YOUR Action 3 Simplify Your Message

24 POSITIVE ATTITUDE DEVELOPMENT Turn On Your Happy Face 2 Bad Behavior is Unacceptable 3 Reward the Desired Behaviors ONLY

25 CAREER DEVELOPMENT /50 Opportunity for Career/ 1 Job Preparation 2 Employees are Responsible 3 Prepare for the Unknown Opportunities

26 LEADERSHIP DEVELOPMENT Leaders: Good - Bad - Ugly 2 Reciprocal Trust 3 Consistency of Character

27 PROCESS IMPROVEMENT Why We Do What We Do 2 Do You Cut the Ham Short 3 If It Ain t Broken; Break-It and Fix-It

28 COACHING AND SUPPORT FOLLOW-UP AND FOLLOW-THROUGH Is the Employee a Good Person Does the Employee Do 2 Good Work 3 Discipline Versus Coaching

29 Education Training Coaching

30 Q & A Sam Slay, SPHR Speaker, Leadership Coach, and Trainer 357 Solutions, LLC (850) Sam@357Solutions.com Let Me Fix Your SHIFT; Your Paradigm SHIFT --Sam Slay