High Performance Culture - Femi Adebanji

Editor's Notes

1. High performance professionals don’t wait for their annual performance review of wait for their manager to tell them about their development areas
2. 1500+ CEOs, 66 countries, 33 Industries – include LEADERSHIP as a need Purpose – what challenges where facing businesses and what did they need to do to performa better? HP Culture – the need to make people accountable to higher standards and the weave into their process “a better way of doing things”
3. What separated winning organisations FROM THE REST! A performance driven culture that permeated throughout the entire organisation
4. TO DRIVE HOME THE CHANGE POINT….. The future has no place for mediocre businesses or mediocre business practices Organisations must constantly perform at thei peak or be relegated to extinction Their people and processes must be performing and delivering at such a level that maintains their competitive advantage Organisations need to understand that what worked yesterday might be good enough for TOMORROW
5. DEVELOPING PEOPLE Accomplishment of goals and objectives can only be attained within the right kind of cultural climate and culture is determined by what people believe and do Leaders ALSO DRIVE CULTURE. HP Leaders drive culture by influencing the development of the right sort of culture within their school environments. High Performance leaders help a culture that embodies shared values, beliefs and attitudes that promotes trust and collaboration amongst their people.   Your culture sets the tone and context within which people perform and behave. And CULTURE DETERMINES WHETHER OR NOT GOALS ARE PURSUSED WITH COMMITMENT; and determine organisational success of failure
6. QUALITY OF LEADERSHIP IS REFLECTED THROUGH THE PEOPLE – AND IT IS PEOPLE THAT DELIVER RESULTS!!! For example your current culture can STOP you from successfully implementing a change program or alternatively it can be the definitive factor that allows you to introduce change with ease!
7. We turned R1billion into R5billion because of our culture!!YES, LEADERSHIP IMPACTS THE BOTTOM LINE! Businesses are systems and give the results they are designed to give! The leaders know how to work through the employees to get the results 207 companies in 22 different industries 11 years of data Companies With “Performance-enhancing Cultures” Significantly Outperform Their Peers – culture radiates from the inside out – customer experiences determine if they come back or not
8. Southern Sun Example - shaking lamp in hotel room - from floor manager to the cook!
9. BAD CULTURE, IP CLAIMS, COST BUSINESS MONEY, REMOVED AND RPLACED - Peter Shot Rajesh! DISCONNECT BETWEEN BUSINESS SUCCESS AND INTELLIGENCE
10. EDUCATIONAL LEADERSHIP Leadership is the process of translating intentions into reality. Educational leaders must do more than manage schools well, so that a stable environment exists. They must also inspire teachers, excite them around a clear strategic direction and spur them into action. THEY MUST BECOME CHANHE-MAKERS – Constantly guiding their organisation towards improved status.
11. IDENTIFYING AND ARTICULATING VISION Effective leaders help their teams and organisations by developing and endorsing visions that embody best practices and thinking around teaching and learning. They create clarity, focus and excitement around the vision.
12. Southern Sun story 2 Create a Platform for Shared Meaning and Communication High Performance leaders understand that human beings generally base their actions and behaviours on how they understand things. Your school’s effectiveness is greatly enhanced when all your stakeholders have complete clarity around who the stakeholders are, what they require, as well as best practice learning and teaching standards.
13. 3 Creating High Performance Expectations Effective leaders constantly convey their expectations for excellence, quality and high performance. They sharpen perceptions of the gap between what the school aspires to, relative to what is currently being accomplished. Constant and effective expression of high expectations help people see that what is being expressed, is in fact possible.
14. PEOPLE   HP Leaders set examples for staff to follow that are consistent with the schools values and goals. By modelling the right dispositions and actions, leaders enhance the beliefs of others BRING IN – FOCUS ON THE CHILD - One of AdvTech’s values /best practice standard is “focus on the individual”. Applying such a value directly in the school context - eg the students. Ensuring that through our actions as leaders, we create a culture where the Child comes before the badge. We foster a culture where the educators understand who the child is and the personality of the child and put the child’s educational needs first (in the context of understaning the child’s personality) before the badge. about their capabilities and their own enthusiasm for change.  
15. When you are creating value, your services will always be in demand. VALUE IS CURRENCY. IS YOUR CURRENCY RELEVANT? Value is always DETERMINED BY THE RECEIVER, NOT THE GIVER. OPPORTUNITY FOCUSED. NOT CHALLENGE FOCUSED.
16. They support and enable their people to understand how to manage and gain mastery over the impacts of change BRING IN: 1 E-LEARNING (Technological change) and MASSIVE GROWTH CURVE for some of the school brands within the ADvTech group. With change comes challenges BUT also OPPORTUNITIES. High Impact leaders focus on creating a culture of seeing change as a bringer of opportunities and not something to be necessarily feared.   2 LIFE-LONG LEARNING- TO HELP THE SCHOOL AND ITS PEOPLE CONSISTENTLY STAY AHEAD OF THE KNOWLEDGE GROWTH CURVE, REMAIN RELEVANT AND REMAIN COMPETITIVE. Life Long learning is a critical factor for long term competitive advantage.